Great small company atmosphere inside a big company - Recensione dipendente - Dipendente anonimo presso PARTech

4,0
16 nov 2018
Dipendente anonimo
Consiglia
Gradimento del CEO
Pronostico commerciale

Vantaggi

The San Diego office has a different culture and feel than most of Par's other offices. The San Diego team is mostly technical and somewhat has that startup feel. It's very dynamic and flexible, with never a dull moment. Great people and culture with a very cohesive environment. And, all of this under the umbrella of a larger company that's been around for 40 years and is publically traded.

Svantaggi

Par is definitely a company in transition. It's tried to shift from its past to a more modern, software company, but it struggles at times to be current and let go of the way of the past. Some of the leadership could be stronger, more strategic, more focused, and better connected with their teams. Culture at corporate and many remote offices needs improvement.

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5,0
22 giu 2026
Consiglia
Gradimento del CEO
Pronostico commerciale

Vantaggi

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

Svantaggi

No cons to report at this time

1,0
3 giu 2026
Dipendente anonimo
Consiglia
Gradimento del CEO
Pronostico commerciale

Vantaggi

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

Svantaggi

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.

5
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