Altos Global Services provides IT outsourcing, managed services and business process solutions to clients across industries, focusing on cloud services, digital transformation, helpdesk support and staffing solutions. The company supports mid-market ...
"I joined the team with modest expectations and got more than I thought I would. Coworkers are friendly, and there is a real willingness to help when you are stuck." Another long-term employee shared, "You will find people here who care about your growth, but some processes can be slow." These voices reflect a mix of enthusiasm and patience. If you are looking for working at Altos Global Services with a supportive peer network, many current and former employees will tell you it is a positive experience overall.
The company culture at Altos Global Services feels practical and team-oriented. People emphasize collaboration over competition, and managers often seek input from team members before finalizing decisions. There is a focus on delivering client projects reliably, which creates a culture that values consistency and attention to detail. At times, bureaucracy can slow changes, but the underlying atmosphere is one of mutual respect. If you are researching company culture at Altos Global Services, expect a balance of structure and warmth.
Work-life balance at Altos Global Services is generally favorable. Many staff report flexible scheduling options and reasonable expectations around after-hours work. You will find teams that try to accommodate personal commitments when possible, and paid time off policies are respected by most managers. That said, there are busy seasons when you may have to put in extra hours. Overall, the company scores well for employees who want a steady job with room for life outside work.
Job security at the company is stable for employees who consistently meet performance expectations. There are established processes for reviews and performance improvement plans, which provide transparency around expectations. There is limited risk of sudden layoffs for teams that are client-facing and billable. However, strategic shifts in service offerings or major client transitions can lead to restructuring in specific business units. Employees who diversify skills tend to have stronger job security.
Leadership is competent and focused on operational delivery. Senior leaders set clear business priorities and maintain frequent communication about organizational goals. There is an emphasis on meeting client commitments, and leadership metrics typically reflect that priority. Leaders are accessible but selective in decision-making, which can result in slower change when innovation is required. Overall, leadership is steady, pragmatic, and results-oriented.
Managers at Altos Global Services are generally supportive and hands-on. Many managers are promoted from within and therefore understand day-to-day technical challenges. Feedback tends to be constructive and tied to measurable goals. In some cases, managerial styles vary by department: some are very directive while others act as coaches. For employees seeking mentorship, there are good opportunities, especially with managers who take a development-focused approach.
The company provides structured onboarding and role-specific training programs. There are periodic workshops, online courses, and internal knowledge-sharing sessions that support skill building. Training budgets are allocated but may require manager approval. Employees who proactively request learning opportunities tend to get support. Formal leadership development programs exist but are limited in cohort size, so early application is recommended.
Opportunities for promotions exist and are often tied to performance and tenure. The company prefers to promote from within, which benefits long-term employees. Promotion timelines can be slower than in high-growth startups, however, and may depend on business unit demand. Employees who take on cross-functional responsibilities and demonstrate consistent impact will have a clearer path to advancement.
Salary ranges are market-competitive for mid-level and senior roles, with entry-level positions starting modestly. Compensation bands are defined and generally transparent during recruitment and review cycles. Annual increments are aligned with performance ratings and company profitability. For those comparing offers, it is advisable to negotiate based on demonstrated experience and specialized skills.
Bonuses and incentives are performance-based and tied to both individual and company results. There is typically an annual bonus program for eligible employees and spot bonuses for exceptional contributions. Sales and client-facing roles have commission structures that reward new business and renewals. Payout frequency and amounts will vary depending on role and company performance.
Health and insurance benefits cover basic medical, dental, and vision, with options for enhanced coverage in some regions. The company offers employer-sponsored plans with reasonable employee cost-sharing. Additional benefits may include life insurance and disability coverage. Benefits packages are reviewed annually and adjusted for local market practices.
Employee engagement efforts include town halls, team outings, and recognition programs. Virtual events and local office celebrations are common. Engagement initiatives aim to build connection across distributed teams and to highlight achievements. Participation is encouraged and often well received, though regional variations exist in scale and frequency.
Remote work support is available and improving. The company provides necessary collaboration tools and guidelines for distributed teams. Some roles are fully remote, while others require hybrid or onsite presence depending on client needs. Remote employees report good communication practices but note that visibility can matter for career progression.
Average working hours range between 40 to 45 hours per week for most employees. Project deadlines and client demands can increase hours temporarily. The company promotes a culture of timely delivery, and teams plan workloads to avoid prolonged overwork. Standard office hours are observed, with flexibility for remote or shifted schedules where applicable.
Attrition rates are moderate and reflect normal industry movement. The company has had selective restructurings tied to market conditions and client contract changes, but no widespread layoffs in recent years. Where reductions occurred, they were generally communicated in advance with support for affected employees. The company values retention and invests in development to reduce turnover.
Overall, this is a solid employer for professionals seeking reliable work, collaborative teams, and steady growth. There is clarity in expectations and consistent leadership, which makes it a dependable choice for many career stages. The balance between structure and opportunity means that employees who proactively seek development will thrive. If one ranks the company on a five-point scale, it would place comfortably above average, reflecting stability, decent benefits, and a constructive work environment.
Read authentic experiences from current and former employees at Altos Global Services
Flexible hours and a remote-friendly culture.
Low salary growth and high call volumes during peak months.
Supportive manager, clear learning path and regular technical workshops.
Compensation lags market a bit; promotion timelines are not always transparent.
Good employee-centric policies.
Bureaucracy and slow decision-making from higher management.
Good client exposure and a decent level of autonomy on projects.
Long hours during delivery cycles. Middle management can be inconsistent which affects planning and morale.
