JRI America Reviews

The environment here was very unnatural. Also, I did witness a few episodes of out and out bullying here. Very hypocritical approach by management and staff. Everyone here is so careful about watching their P's and Q's but many overlooked obvious events of bullying here.

Frequent changes in tool selection have created challenges for the SOC engineering team. The constant shift to new technologies often prevents engineers from fully mastering tools before they are replaced. While this approach may align with business needs, it can overlook the operational impact on the engineers managing these tools. As a result, engineers often work with partial knowledge of systems, leading to inefficiencies. Joining the SOC engineering team comes with a steep learning curve due to the sheer number of tools in use. Since peers themselves often lack in-depth knowledge of these tools and are frequently unavailable due to their own workload, new hires are largely left to figure things out independently. If you’re not highly self-motivated, this can be daunting and, at times, demotivating. Mistakes are often highlighted in a manner that feels overly formal, with managers sometimes copying their own superiors in emails, which can create unnecessary pressure and discomfort. Tool ownership and operational processes are not well-defined, resulting in disorganization and excessive time spent addressing operational issues. Although management emphasizes priorities, ad-hoc tasks are common, making workload planning difficult. Expectations for teams and individuals often lack clarity and may not reflect the realities on the ground. Feedback from employees does not always translate into actionable change, and career development support is minimal. New hires are expected to be highly independent and offered limited onboarding support. Weekly 1-to-1 meetings are conducted, but they often feel like routine check-ins focused on probation progress rather than meaningful discussions. While challenges are acknowledged, they are seldom addressed, and conversations can lean towards assigning blame rather than investigating and resolving underlying issues. Despite management’s claims of wanting employees to succeed, their actions often fail to reflect this intent. While hybrid working is the standard, there is significant disparity across teams. Employees reporting to US-based managers often have the option to negotiate fully remote work, which is highly recommended. The 'office collaboration' emphasized by management is often exaggerated and far from reality. Office attendance is mandatory on one specific day, while the rest of the week is left to employees’ discretion. On certain days, you may find only a handful of SOC members, or even just yourself, in the office. Compensation packages are often lower, justified by a 'lower cost of living,' though this is not always reflective of the actual costs in the remote office location. Additionally, the office location itself is quite isolated, which can be inconvenient for day-to-day living. Lastly, the company offers only 20 paid annual leaves, which may feel limited compared to industry standards.