State alla larga! - Consultant Comarch Employee Review

Strong product with knowledgeable employees Nice NYC location overlooking the harbor Small and friendly team Good market reputation with high profile customer brands

Working with HQ in central Europe can present time zones issues for west coast USA, but employees are flexible. Comarch USA doesn't benefit from all the support typically available to HQ employees

Healthcare. Flexible hybrid schedule (flexibility is necessary when you’re expected to meet deadlines while working across time zones with teams entirely in Poland). You get a monthly health & wellness stipend (gym, etc.), which is nice — and may slightly offset the slow erosion of your sanity as you forget how a normal company operates efficiently and professionally.

They cut budgets, don’t provide basic tools required to do the job (unless we pay for them ourselves), and then roll out Google Workspace in a way that blocks every useful extension — so now we can’t even use apps to help move projects along or meet unrealistic deadlines and goals set by inexperienced, ego-driven leadership who are too afraid to listen to what people actually need to generate revenue. Oh, and that’s before they increase KPIs with zero justification. The company has been on a steep decline since layoffs, including people with actual experience and institutional knowledge who helped grow the US region. Now they’re trying to rehire people to replace them — because that’s obviously a smart and efficient strategy. Everything is in Poland. Everything. Tools, training, support, career growth — and half the meetings happen before the sun comes up. Even if you want to do the job you were hired to do, Poland requires you to outline every step and submit a request for them to create or execute it. If you try to just do the work yourself (basic work), you might get pushback for… doing your job. And don’t expect a meeting to communicate what you need — that won’t happen. Instead, it gets assigned elsewhere, creating “growth opportunities” for someone else. But hey, if you’re Polish and in Poland, at least you get development opportunities — so good for them, I guess. Leadership in Poland seems genuinely frustrated that U.S. teams want to do their jobs. The expectation is to either execute their plans or create a strategy for Poland to then work on and execute for you. Eventually, you realize you’re not using basic tools or best practices. When you leave (or plan to), you may need to brush up on your skills and remind yourself how a normal company operates.