Good job overall, but paying under market rates and issues with communication. - werkgeversreview Field Engineer bij PARTech

3,0
26 mrt 2026
Aanbevelen
Goedkeuring directeur
Zakelijk vooruitzicht

Pluspunten

Nationwide travel (can be both positive and negative), ability to rack up a ton of flight miles/hotel points, opportunity to be a jack of all trades and see variety.

Minpunten

Pay is a few dollars less per hour than other companies in the industry. 6 day work weeks are expected frequently with travel happening on Sunday and Friday. Lack of a team, zero meetings or conversation with your fellow field engineers. Important changes in process will occur with zero communication, you find out by doing it incorrectly and then hearing about it from support at the end of the night. This lack of communication starts immediately even during training when I wasn’t even told a very necessary knowledge base existed until I found it on my own two months into my position. There is a basic level of communication seen throughout the industry that is missing here.

Ontdek andere reviews over PARTech

5,0
30 apr 2026
Anonieme werknemer
Aanbevelen
Goedkeuring directeur
Zakelijk vooruitzicht

Pluspunten

Remote work, work-life balance, kind teammates, overall good culture

Minpunten

growth is challenging depending on job/department

1,0
3 jun 2026
Anonieme werknemer
Aanbevelen
Goedkeuring directeur
Zakelijk vooruitzicht

Pluspunten

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

Minpunten

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.

3
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