L'idée d'Altux est née en 2000 et la société fut créée en 2006.
L'objectif initial était de fournir un support informatique à Ch. Margot & Cie SA (société mère d'Altux) active dans la logistique et la distribution en Suisse. Il s'agissait de répondre aux exigences grandissantes du marché, notamment, en terme de flexibilité et d'information.
Actuellement Altux développe l'ERP utilisé par Ch. Margot & Cie SA ainsi qu'une solution permettant la gestion d'un parc de 7000 automates à cigarettes sur le territoire Suisse.
De surcroît Altux propose des solutions pour la gestion complète de points de vente sous forme de caisses enregistreuses, ainsi que diverses solutions optimisant la préparation manuelle de commandes comme le "pick to light".
Benefits at Altux SA
Gare de Lutry à proximité
Possibilité de télé travail
Place de parc à disposition
Cafétéria et machine à café
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1 review
A disappointing opportunity despite potential for improvement
What works well?
- The atmosphere among employees is good. - technical skills are tested during the application process (almost too simple, but it's there) - the number of working hours is not strictly respected: as long as the product is delivered on time, we won't come spying to see if you're working tirelessly. - open to discussion if you want to leave early, work on a different percentage, etc... which explains the seniority of some senior staff - a good opportunity for some to *start* their career, or resume it after a break/holiday/...
What could be improved?
- Management needs improvement. The team is run by people who don't care about the well-being of their employees, and who like to play the good cop/bad cop role to get their own way. - The scope for employees to propose changes is almost non-existent: it's very complicated for an improvement/change to be considered. - Trust in employees is unfortunately non-existent. The team is led by certain key people who are not prepared to challenge themselves. - Communication is not very transparent: you learn more from the gossip than from your superiors. Or at least, you learn from them too late. - Employees are treated differently: the more reserved are more targeted. - Be sure to discuss the conditions of hybrid telecommuting during the interview, and what the hated "support" represents - rules requiring at least X number of people on site, making it impossible to take the Y days of telecommuting allowed per week. When colleagues are on vacation, it's even worse (for example, at Christmas, some will have to spend the day on site, unnecessarily). - The pace is very slow, and very dependent on the contracts acquired with the big partner companies: you can get bored at times. - code practices are not the most recent (very old codebase, project-dependent python 2.7, non-existent dev documentation, non-existent agile practices, etc.) - the majority of (non-managerial) employees don't last long, and leave on their own after a while. - opportunities for pay rises are slim: negotiate well at the outset, or watch as some of your colleagues are paid as good as or better than you, even though they are catastrophically bad.
Translated from French
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