Stay away… used to be great - Mitarbeiter (anonym) bei Surescripts: Mitarbeiterbewertung

1.0
7. Nov. 2024
Mitarbeiter (anonym)
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CEO-Befürwortung
Geschäftsprognose

Pros

People in the trenches are passionate and helpful.

Kontras

C-Suite dishonest; announced sale to Private Equity and when asked directly in town hall, said there would be no layoffs. A few short days later over 60 people were laid off. This was after essentially cleaning out tenured (and therefore likely expensive resources) one-off or in small groups for over a year, as if no one was paying attention. Company unable to deliver on innovation and new products. How any senior product or strategy leader still has a job after failing to deliver growth for multiple years is baffling. Repackaging the same product multiple different ways is not good business and doesn’t make commercial sense. No wonder we had to sell. Really sad to see what was a great company culture slowly wane after Harvey came in as CEO. One of the least inspiring leaders I’ve worked under. The majority of colleagues I talk to are searching for a new job, unfortunately the job market is tough right now. Those who aren’t looking are demoralized and just wanting to keep a paycheck. If you’re talented and considering this organization, run in the opposite direction. Until we see leadership cleaned out, your talents will be wasted here.

Mehr Bewertungen zu Surescripts entdecken

5.0
1. Okt. 2025
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CEO-Befürwortung
Geschäftsprognose

Pros

Strong leadership, values and work life balance. Competitive above market benefits/compensation

Kontras

new ownership driving workflow fluctuations, not necessarily a negative but more frequent fire drills and impromptu pivots

1.0
29. Mai 2026
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CEO-Befürwortung
Geschäftsprognose

Pros

Excellent individual contributors and dedicated frontline teams who support one another through an incredibly difficult corporate culture.

Kontras

Leadership within the Technology and Security organization operates entirely on fear, micromanagement, and self-preservation. Transparently reporting organizational risks or highlighting operational gaps is treated as a personal threat by management rather than a professional duty. The leadership style relies on moving goalposts, extreme gatekeeping (like exhausting daily interrogation-style briefing traps), and intentionally vague performance feedback so success can never actually be achieved. Top-performing professionals are systematically targeted, isolated, and managed out through fabricated performance issues to protect executive reputations. Furthermore, the HR department is completely toothless. Detailed, explicit exit interviews outlining this exact abusive behavior and naming impacted employees are met with empty empathy but zero corrective action. HR routinely chooses to protect toxic executives over maintaining basic workplace ethics. Since the corporate takeover, the culture has entirely shifted from psychological safety to compliance through fear, causing widespread burnout, anxiety, and a mad dash for the exits by top talent. If you are considering a job here, do yourself a favor and reach out to former employees on LinkedIn, and hear about it directly.

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