TEKsystems is an IT staffing, talent management, and services firm headquartered in Hanover, Maryland, offering workforce solutions, technology consulting, managed services, and project delivery across industries. The company specializes in placing t...
I spoke with several current and former staff to get a feel for daily life. One IT consultant said, "You will find a steady flow of client work here; if you like variety, you will not be bored." A recruiter mentioned, "I enjoy meeting new people and building teams, but some weeks are full-on with outreach." Another long-term employee shared, "You will get support when you ask for it, though promotions can take time." These voices reflect a workplace where people appreciate learning and client exposure but sometimes feel stretched by deadlines. If you are researching company culture at TEKsystems or what working at TEKsystems looks like day-to-day, these testimonials point to a service-driven environment with real professional growth.
The company culture blends professional accountability with a consultative, client-first mindset. Teams tend to be collaborative and fast-paced, with an emphasis on client delivery and measurable results. There is a mix of staff who deeply enjoy the networking and client-facing aspects and those who prefer steadier in-house roles. Diversity and inclusion initiatives are visible, though experiences vary by office. In short, company culture at TEKsystems generally rewards adaptability, client focus, and relationship-building.
You will find work-life balance at TEKsystems varies by role and account. Consultants and recruiters often have fluctuating schedules tied to client needs, so some weeks are longer and more unpredictable. Those in corporate or internal functions tend to enjoy more regular hours. People said that managers will usually accommodate time-off requests when given notice, but busy periods can make it harder. Overall, expect flexibility in many teams, but anticipate occasional long stretches when projects peak.
Job security is moderate and tied closely to client contracts and market demand. The business model depends on placements and project work, so fluctuations in client budgets can affect staffing. There are systems in place to reallocate talent to other accounts when possible, and internal mobility is an option for many. Those seeking absolute stability may find variable demand challenging, but for someone comfortable with consulting dynamics, there is reasonable continuity.
Leadership communicates clear business priorities and places emphasis on client satisfaction and growth. Senior leaders articulate strategy and market positioning in periodic company updates. Middle management quality varies by location; some managers are strong mentors who invest in team development, while others are more execution-focused. Overall, leadership is focused on performance and scalability, with a market-driven approach to decision-making.
Managers receive mixed reviews. Effective managers are described as responsive, supportive of development, and good at connecting individual goals to client outcomes. Less effective managers may prioritize short-term delivery over career conversations. Many staff noted that finding a manager who matches your working style makes a big difference. When evaluating potential teams, it will be helpful to ask specific questions about mentorship, feedback cadence, and expectations.
There is a solid investment in learning and development. Training resources, certifications, and learning platforms are typically available, with opportunities to attend workshops or earn industry credentials. Employees who proactively pursue growth tend to receive support. Formal leadership programs exist, and internal knowledge sharing is common. If you value skill-building and certifications, this environment will support you.
Opportunities for promotions exist but are often competitive and tied to performance and client impact. There is a clear ladder for certain tracks (sales, recruiting, technical consulting), but timing can vary by team. Internal mobility into other roles or markets is encouraged, and employees who deliver strong results may progress steadily. Patience and consistent results will improve chances for upward movement.
Salary ranges vary widely depending on role, location, and experience. Entry-level recruiting and sales roles often start in the competitive market range for staffing firms, while technical consultants and senior account managers command higher compensation aligned with local market rates. There is transparency around base pay bands in many teams, and salary reviews typically align with performance cycles. Expect compensation to be mid-market to competitive for the staffing and IT services industry.
Bonuses and incentives are common, particularly for sales, recruiting, and billable consultant roles. Commission structures reward placements and account growth; performance bonuses reinforce client delivery and revenue targets. Incentive plans are generally structured and tied to measurable metrics. For non-sales roles, discretionary bonuses may be used to recognize exceptional contributions.
Health and insurance benefits are standard for the industry. Medical, dental, and vision plans are offered, along with basic life and disability insurance. Benefits packages vary by country and region, with some locations providing more comprehensive coverage. The company tends to provide competitive employer contributions and enrollment support during onboarding.
Employee engagement efforts include town halls, team-building events, and recognition programs. Social events and volunteer opportunities are offered periodically, and regional offices often host their own gatherings. Engagement levels are highest where local leaders prioritize connection and recognition. Overall, there are multiple channels to get involved and to feel part of the broader community.
Remote work support is strong in many teams. Flexible arrangements are common, and tools for virtual collaboration are well established. For client-facing roles, remote options may fluctuate depending on client preferences, but hybrid models are widespread. IT and HR support for remote setups are generally responsive.
Average working hours depend on role: typical business hours for internal teams, with consultants and recruiters often exceeding standard hours during peak periods. A reasonable estimate is 40–50 hours for client-facing roles during busy times and closer to 40 for corporate positions. Expect occasional evenings or weekends when client deadlines approach.
Attrition is higher than in fully in-house companies due to the staffing nature of the business; turnover is part of the model. Layoffs have occurred in response to economic downturns or client budget contractions, but the company frequently works to reassign talent. Prospective candidates should be aware of cyclical fluctuations and plan accordingly.
Overall, this is a solid place for professionals who enjoy client engagement, networking, and continuous learning. There is a practical balance of development opportunities and performance expectations. If you are looking for a predictable corporate role, this may feel more dynamic than expected; if you thrive on variety and client impact, this will be a strong fit. The company offers competitive benefits and career development paths, with variability by role and location. On balance, the company earns a favorable rating for those aligned with its service-based, client-first approach.
Read authentic experiences from current and former employees at TEKsystems
Good mentorship early on and lots of hands-on project work.
Frequent restructuring made teams unstable and there were long stretches of unclear priorities.
Supportive manager, consistent training budget and lots of client variety. Good work-life balance on hybrid schedules.
Sometimes slow internal approvals; onboarding paperwork can be tedious.
Flexible hours and remote-first approach.
Compensation for contractors is low compared to market; career progression feels limited for non-permanent staff. Communication between corporate and regional teams could be clearer.
