I've worked with Intrado/West since 2015. When I joined, I was employed by 'TeleVox Software' - a large player in healthcare notifications. Things seemed fantastic at first - loads of tenured employees, everyone was seemingly happy and enthusiastic for work. It was refreshing - especially having come from a sales-oriented background. The only flag I could think of at the time was that an awful lot of those highly-tenured (14+ years) individuals were all in entry-level positions.
My personal experience with Intrado/West, it's management, and senior management has not been in any way bad. I can say that if you're looking to move up, this is not the company for you at this time. However, if this is not something on your radar and you approach with the mindset that this is a stepping stone for you, then you will find that the expectations are fair, the managers are generally willing to talk to you, but that change is something that doesn't come about often.
While moving up is generally not an option, Intrado does encourage you to learn as much about any other role as you'd like. They offer an extremely robust learning suite so that you can move into other silos or roles, bettering yourself in the long-run. They actively encourage you to learn and grow!
Please note that wages are not in line with what you would generally expect from equal positions elsewhere. Do not take the first offer they give you, they negotiate well enough within the pay bands, so make sure you convey your worth. Another part of your compensation is the benefits package. You will find that the benefits for Intrado are also sub-par, unfortunately. You are likely to find better coverage on the exchange for much less cost.
I can say that most of the supervisors and directors are some of the best people I have worked with. Given better circumstances and more control, I fully believe they would be capable of bringing back the halcyon days of TeleVox Software and the highest morale!
My suggestions are of a marketing tilt, that we assist current customers with trade in incentives when they upgrade systems, we look at a price match philosophy where it concerns our closest competitor, we market our monthly payment program to enable them to utilize OPEX versus CAPEX dollars and that we utilize social media more effectively to message our solutions, programs and benefits to our customer base.
be more flexible with employees, trust employees with more with internet access, social media, allow for more flexible vacation time and time off. increase salaries when possible