Medpace has been dishonest with me and my colleagues throughout our employment. They are not upfront with sponsors about employee capacity, leading to excessive workloads and missed deadlines.
During my interview, I was informed that I would be working on 3-4 studies at a time. However, I am currently managing more than that. Despite promises of a reduced workload, this has not materialized since I started. Management has instructed me to mislead sponsors by claiming I am only involved in 2-3 studies at any given time to avoid raising concerns about employee workloads.
I was also told I would be eligible for 8 work-from-home (WFH) days per month after six months of employment. This benefit was taken away almost immediately after I completed my six months and reduced to 7 WFH days per quarter.
Additionally, I was led to believe I could expect a promotion within 6-12 months of hire. A few months into my tenure, the standard operating procedure (SOP) was changed without any announcement, extending the promotion timeline to 1-2 years. Despite my manager repeatedly assuring me that the extra tasks I am taking on would benefit my promotion prospects, it is clear that I will not receive a promotion within the promised timeframe, despite receiving excellent reviews from my superiors.
Even though I consistently perform well, I received low review scores. My manager has acknowledged my good work, which has also been recognized by various study leads. Nevertheless, I received a score of 3 out of 5 on most sections my first review, despite highly positive feedback.
The work environment is very controlling. It is openly stated that both your location and entry/exit swipes are monitored, making it possible to be terminated for violating WFH policies.
Effort hours are tracked for all studies, and employees are reprimanded for reporting too many hours. However, there are expectations to work late and attend meetings after hours if required by sponsors. With limits on WFH time and increased workloads due to high turnover, this situation is likely to lead to burnout and decreased retention.
The CEO views employees as easily replaceable and has stated multiple times in all staff meetings that he would replace us with AI if possible. He also refuses to address questions related to policy changes. It is evident that workers are not valued in this environment, and I foresee much of the talent here leaving in the near future.
