TTEC reviews

While I valued the opportunities to contribute meaningfully during my time at the company, it became increasingly clear that the focus was placed almost exclusively on billable hours, with limited to no investment in training or development for U.S.-based employees. Company-wide meetings frequently highlighted the achievements and support provided to the overseas teams, while domestic team members received little recognition or comparable resources. Additionally, during the ongoing workforce reduction, the approach to employee offboarding has raised serious concerns. Most notably, health benefits are terminated immediately at midnight on the day of separation—an abrupt and impersonal policy that disregards the basic needs of employees during a vulnerable time. While COBRA coverage is technically available, being presented with the high cost of continuing benefits at the exact moment you’ve lost your job feels less like support and more like an added burden—a final, unnecessary blow during an already difficult transition. Any time support was needed—whether it was requesting a functioning laptop, resolving pay issues, or getting answers about benefits—it often became a time-consuming ordeal, with even basic requests taking several days to address. Much of this support was routed to overseas teams, which added communication delays and additional frustration. In contrast, when these tasks were handled by U.S.-based staff, the process was typically seamless and efficient—highlighting a missed opportunity to leverage existing internal strengths.