Lack of structure, lack of appreciation - Mitarbeiter (anonym) bei PARTech: Mitarbeiterbewertung

2,0
25. Jän. 2019
Mitarbeiter (anonym)
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CEO-Befürwortung
Geschäftsprognose

Pros

This company is a great exposure to the SaaS industry. There are a variety of roles within the company that will surely be your fit. There are many unique personalities in the company, as well as leaders who have decades of experience and knowledge you can learn and gain from. In short, a great foot in the door. Just be-careful not to settle for comfort and settle for less.

Kontras

There was a lack of structure, lack of training, and lack of good leadership. Maybe depending on the team you come onto, but there were little to no training provided in the on-boarding process. There were little to no check-ins from management above. The time was spent more on putting out fire versus creating a long-term solution. Appreciation is not equally shared amongst all the offices. Spend more time hiring roles they do not need versus focusing on how the roles that exist can do more to make a difference.

Mehr Bewertungen zu PARTech entdecken

5,0
22. Juni 2026
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CEO-Befürwortung
Geschäftsprognose

Pros

Remote environment, great leadership, clear objectives and communication, friendly partners

Kontras

No cons to report at this time

1,0
3. Juni 2026
Mitarbeiter (anonym)
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CEO-Befürwortung
Geschäftsprognose

Pros

The people. You will meet genuinely talented, hardworking individuals who make the day-to-day more bearable. That's the highlight.

Kontras

The environment is deeply unstable. Layoffs happen multiple times a year, and because the company is small enough to avoid public disclosure requirements, they happen quietly, which only amplifies the anxiety. No one feels safe. Leadership has cultivated a yes-man culture. Advancement is not tied to results or merit. It is tied to how well you mirror leadership's opinions back to them. This filters out independent thinkers and rewards compliance, which poisons everything below it. That culture produces burnout at scale. Overwork is the expectation, and no matter how much you give, you will be told it is not enough. The goalpost is always moving, literally. Goals are changed throughout the year, and you are then evaluated against those revised targets, which makes performance reviews meaningless and demoralizing. HR has not been a stabilizing force. 2025 promotions and layoffs were not finalized until the end of May, with zero clarity on what happens with mid-year reviews. That kind of dysfunction signals that even basic people operations are not being managed with any intentionality.

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