PharPoint Research Reviews

-pay and bonuses are not competitive -benefits are also not competitive for the industry. For example, maternity leave was only paid 60% for 6 weeks - and no paid leave for non birthing partners. Many other CROs offer longer leave with 100% pay. -because of this, they struggle to hire skilled experienced programmers and rely almost entirely on interns to grow the programming department -often, especially as an entry person, you are thrown into tasks with little training and little help or supervision -company is not very sympathetic towards crises. For example: -After hurricane Florence hit Wilmington, they requested workers “get back to normal” the next morning. -encouraged workers who could perform their jobs remotely to continue to come into the office during early Covid when much was still unknown about the virus -Generally not very accepting of different methods of programming (for example: they request you strictly use by processing and to not use sql or arrays) -Certain people in leadership will say negative things about respected employees who have left (to attempt to boost morale I guess??). Examples being “they just cared about money”, “they couldn’t handle the pressure/workload”, “they didn’t deserve the promotion” -one of the company values is transparency but they are not very transparent with employees. Examples: - they regularly request employees do not discuss pay and bonuses (which may not be legal?) - employee departures for respected teammates are often kept secret from anyone outside of management until the employees last day

-Underpays employees compared to other companies in the industry. Can't get many good upper level programmers due to low pay. -They have a tendency to use their internship program to try and get all of their best programmers and to build up the programming department. This puts a constant burden on upper level programmers to always have to be training new and inexperienced programmers. -You will be expected to work high hours in order to meet deliverables. They almost never push back on sponsors when it comes to tight timelines. They put sponsor expectations and wishes over what is realistic even if they don't have the resources to get it done. -Communication within the department is not great. They rarely had department wide meetings, and didn't do a great job to communicate updates/important changes.