Corporate Employee - Anonymous employee PARTech Employee Review

4.0
Jun 14, 2016
Anonymous employee
Recommend
CEO approval
Business Outlook

Pros

PAR is in an exciting stage of transformation - internally and externally. We are investing in new technologies, products and internal tools to lead the POS industry. Likewise, there is an internal drive to change/improve employee engagement and involvement to create a great employee experience. The passion of the leadership team is infectious!

Cons

The only con at PAR are people that are not on board with changing for the better. People are resistant to change and need to decide if this bus is for them. If so hop on, if not, then get off at the next stop!

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5.0
Jun 22, 2026
Recommend
CEO approval
Business Outlook

Pros

Remote environment, great leadership, clear objectives and communication, friendly partners

Cons

No cons to report at this time

1.0
Jun 3, 2026
Anonymous employee
Recommend
CEO approval
Business Outlook

Pros

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

Cons

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.

5
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