CompuCom is a US-based provider in the IT services and managed services industry, delivering end-user computing, device lifecycle management, cloud support, and on-site technical assistance for enterprises. The company focuses on helping organization...
“I joined as a field technician and stayed for three years. I liked the hands-on work and the team vibe — you’ll learn quickly if you enjoy solving practical problems. Benefits were decent and the people I worked with were supportive.”
“I moved into a remote support role. The training was helpful and my manager checked in regularly. Some days were busy with back-to-back tickets, but you felt useful.”
“Management can be hit-or-miss. When leaders are engaged, things move fast. When they are not, processes slow down. Overall, working at CompuCom gave me solid experience in desktop and endpoint services.”
These quotes reflect a mix of experiences; many current and former employees highlight practical learning and teamwork, while noting variability across teams.
The company culture at CompuCom tends to be service-oriented and pragmatic. People are focused on getting clients’ systems back up and keeping devices running. There is an emphasis on customer satisfaction and hitting response metrics. Collaboration happens frequently among technicians, engineers, and account teams. Some teams are more collaborative and inclusive than others, so culture can vary by location and manager.
If you search for “company culture at CompuCom,” you will find consistent themes: a focus on professionalism, client delivery, and operational processes. Employees who thrive here usually enjoy a structured environment and clear goals.
Many employees report reasonable work-life balance at CompuCom, especially in office-based or remote roles. You’ll find predictable shifts for field staff and a more standard 9–5 rhythm for some corporate teams. However, during busy client rollouts or incidents, nights and weekends may be required.
For those asking about work-life balance at CompuCom, the common advice is to clarify expectations with your manager early and to use available time-off policies proactively. Remote roles often provide more flexibility, while on-site support can have less flexibility due to client needs.
There is moderate job security but with caveats. There have been periodic restructuring efforts and contract-based work that can create uncertainty for some roles. Employees on long-term client contracts tend to have more stable positions. Those in project-based or temporary assignments will find higher turnover risk.
There is a clear link between revenue from managed services contracts and employment stability. When major contracts are renewed, job security improves. When contracts are lost or reorganizations occur, there can be layoffs or role changes.
Leadership is focused on operational efficiency and client satisfaction. Senior leaders tend to prioritize service delivery metrics and scalability. Communication from the top may be operational rather than inspirational, with more updates tied to performance and process changes.
Managers vary widely. Some are hands-on, coach well, and open to career conversations. Others prioritize ticket throughput and adherence to SLAs over team development. The best managers balance client needs with employee growth.
Managers are often rated based on responsiveness and technical knowledge. Positive reviews mention clear expectations, practical coaching, and accessibility. Critical reviews point to micromanagement and inconsistent feedback. For many employees, manager quality is the biggest factor in job satisfaction.
If you join, try to learn about your direct manager during interviews or early onboarding. Manager quality can make or break your experience.
Training resources are available and practical. New hires typically receive role-specific onboarding and technical training. There are opportunities to earn certifications relevant to endpoint, networking, and cloud support. Learning is often on-the-job, supplemented by formal modules or vendor courses.
If you are motivated, you will find ways to grow skills quickly. The company supports certifications that align with client needs and service offerings.
Promotions exist, especially for those who demonstrate technical competence and client relationship skills. Vertical movement into senior technician or engineering roles is common. Lateral moves into account management or project roles are possible but may require initiative and internal networking.
Progression is more straightforward in well-staffed regions and for employees on stable client accounts.
Salaries vary by role and geography. Entry-level field technician roles typically fall toward the lower-mid range for the industry, while specialized engineers and corporate staff earn more competitive wages. Compensation is generally aligned with market rates for managed services, with regional adjustments.
There are clear pay bands for different levels, and raises are often tied to performance reviews and contract outcomes.
Bonuses and incentives are performance-linked and tied to contract KPIs or individual metrics. There are spot bonuses for exceptional client support and periodic incentives for meeting SLA targets. Sales and account teams may have commission structures.
Incentive plans are generally transparent, though actual payouts depend on company and client performance.
Health benefits are standard for the industry and include medical, dental, and vision plans for full-time employees. There are options for different coverage levels and typical employer contributions. Disability and life insurance options are usually available.
Benefits are adequate and comparable with similar service providers, though premium levels may vary by plan and location.
Employee engagement varies by office. Local teams organize social events, recognition programs, and occasional team-building activities. Company-wide events occur less frequently but include virtual town halls and recognition for large milestones. Engagement is strongest where managers take an active role in organizing team activities.
Remote work support is available for many roles. The company provides standard remote tools, secure VPN access, and remote management software. For field and on-site roles, remote work is limited due to the nature of the job. Remote employees report satisfactory IT support and collaboration tools.
Typical working hours for most roles are 40–45 hours per week. Shift work and on-call rotations apply for some support and field positions. Busy periods can push hours higher temporarily.
Attrition is moderate and fluctuates with contract wins and losses. There have been rounds of restructuring in past years that affected headcount, particularly around contract transitions. Overall, turnover is higher in entry-level field positions and lower in stable corporate roles.
Overall, CompuCom is a solid choice for people who want hands-on IT services experience and steady skill development. It is best suited for those who value practical learning, client-facing delivery, and a structured environment. There are trade-offs with variability across managers and occasional instability tied to contracts. For the right candidate, the company will offer meaningful experience, decent benefits, and clear pathways for technical growth.
Read authentic experiences from current and former employees at CompuCom
Flexible hours, remote-friendly environment.
Contract role limits benefits and there are occasional communication gaps between teams.
Good technical challenges and mentorship; plenty of upskilling opportunities.
Sometimes shifting project priorities slow progress.
Hands-on work, supportive teammates and a predictable schedule.
Pay could be higher and there is a lot of paperwork after each job.
Nice clients, opportunity to learn sales processes.
Long hours during quarter ends. Expectations were sometimes unclear and raises are slow to come through.
