Pros
Great place to be exposed and accustomed to a fast paced environment. You will be able to develop and improve your skill set quickly, then start taking advantage of opportunities elsewhere.
Kontras
Ritter has become known as a "farm house" for excellent, underpaid talent in the recent months by other local competitors. A staggering amount of frustrated top tier talent has left Ritter for much better opportunities in the past 6 months, and more will continue to do so, after upper management has made it clear that investing in their current employees is not a priority. Long hours, below average pay with increasing job responsibilities, lack of quality leadership, and promised significant promotions/raises /changes are indefinitely met with "just waiting on X so we can do Y" are among the reasons. Any type of positive change is met with resistance from upper management, without reason. Did your company have a successful time working from home during the first year of the pandemic? So did Ritter. Does your company, at the very least, have some type of hybrid work from home policy? Can’t relate to that. Because upper management wanted us back for no reason other than “just because.” Any type of proposed work from home policy is continuously delayed. There is no reason it should be this complex to get this in place when the majority of companies with call centers are able to do it effortlessly. It isn’t being done simply because of either incompetence at the top, or because they are out of touch with reality as to what could benefit the company tremendously. Neither of which are great leadership qualities and something you do not want to work under long term. These problems will remain and Ritter's best employees will continue to leave until these issues are finally acknowledged by upper management as them dropping the ball for letting it get this far, take ownership as actual leaders, and prioritize a plan to take care of current employees. Unfortunately, selective internal surveys and bias skewed metrics will continue to be heavily relied on to justify that upper management are doing amazing and these exits are “just part of business” with no real change taking place.