GEP reviews

The benefits of being an employer here stop after a year or two of employment. There is a culture and what it seems a business-strategy to get rid of you regardless of performance. I have seen countless of top-performing employees who leave because they do not get any incentives to keep performing. Once the talent leaves, management upscales non-performance since there is no one else left. It seems to be a business strategy to hire fresh graduates who upscale fast and are cheap, who replace existing employees every two years. This leads to very high attrition and a negative sentiment in the office. The company is big and global, even though GEP advertises themselves as a start-up culture, it is not. There is unnecessary bureaucracy and rigid processes which cannot be moved. The top of the management has no clue what is happening in European offices at all. They make uncalculated decisions which they have to sort out in retrospect. Prague is definitely treated as a third-class outsourcing service center. Compared to other European offices, the benefits are lackluster. Prague management is aware of this, but does nothing to change it or has simply no influence. In Prague, depending on your team, overtime is glorified. There is a race to the top, which would be fair if it actually lead to anything. But in most cases, it gets you no where.

Parallel hierarchies, limited transparency in salary growth and allocation