Pluspunten
The technical advisors/Tier 3s you work with are excellent people. If it weren't for them, this review would only have one star. Free training/certs for Check Point products
Minpunten
TL;DR: If you don't want to be in a call center job, do not become a technical advisor for Check Point. If you want to advance your networking skills (and have a specialty in Check Point products), and are okay with being in a job that brings the stress levels a call center does: Do the training, get the free certs, work for around a year, then leave and get a less stressful + higher paying job. Alternatively, you could also seek employment for a similar position with other firewall companies. If you want general technology experience to get your foot in the door, while this will give good networking/troubleshooting experience, I strongly suggest you look elsewhere for something lower stress. --- If you look at other reviews from before mine was posted, you will likely see the same pros and cons. Things do not appear to have improved in the TAC in ~10 years. From my discussions with more tenured employees, the conditions have actually gotten drastically worse in 2023 (which I experienced firsthand). There were a long list of changes to how we're supposed to do our jobs, and it was not for the better. Do not let the job title deceive you, this is more call center than tech support. You are reviewed on surveys, call times, resolution speeds, # of calls/emails made to customers, # of closed tickets, etc. You can ask most working other tech support/help desk jobs, the stress levels of this job is not normal practice. There will always be stress with any job (especially tech), but most of the stress from this job is from management. Previously, those in the T2 advisor role would have 7 days (or 5 working days) to close a case before needing to escalate. Since 2023, that number has gradually gone down to only 3 days. This is a problem for multiple reasons: 1. New T2 engineers have less time to deeply analyze the issue at hand (and therefore learn from it & become stronger engineers as a result 2. Less closes for T2s (which is by far the most important metric) 3. Due to the incentive to 'rush' cases, this results in a worse experience for Check Point's customers 4. Much higher workload on T3's, who already had an intense workload prior to these changes Raises were also cut and replaced with weaker stock options, and the number engineers being promoted to higher positions has also decreased. There's not much incentive to perform exceptionally besides being bothered less by management. Unless you're one of the lucky 1-2 people getting insanely high numbers of closes, you will be hounded constantly (which takes away your time to actually do your job). The way things are run here, the high turnover rate isn't expected, it's *intended.