PROS reviews about "time"

Working in Professional Services is a grind. If you’re not careful you’ll end up working 60 hour weeks with little thanks or acknowledgement. -Bloated management structure - Constant reorganizations that don’t solve there not being enough resources to handle the volume of work. - In all my time at PROS I was never paid out the full target bonus. The bonus metric changes yearly with a large component being outside of employees direct control. It leaves the feeling that unobtainable metrics are chosen on purpose so the company saves on salaries. “Unlimited PTO” , that must be approved by a number of people. I’d rather have a set amount of PTO that I’m entitled to vs having to beg for time off. -CEO and executive level staff and extremely out of touch and have lost touch with the functional application of the products

You will be so incredibly overworked here. Be prepared for a 50+ hour work week to be normalized. Also, to say there is a learning curve is a gross understatement. It’s incredibly difficult to learn all that you need to know; even employees who have been with the company for years still struggle with answers on occasion. Lack of training partnered with unrealistic work expectations makes this position an absolutely miserable one. Not to mention it’s extremely difficult to take time off; even if you want to take time months in advance, expect to provide a detailed plan for your work to be covered and multiple levels of approval. This is a toxic work environment that is constantly in a state of disarray.

Pay: The company refuses to increase prices on customers to move with inflation. The company has failed to move salaries in the past 3 years. If you get a raise or a promotion, you’re effectively still paid less than you were to begin with. Everyone is losing money by working here. Bonuses: In the past few years the company has adjusted and added terms to bonus metrics at time of distribution rather than at time of goals being set in order to manipulate having to payout. In our most recent bonus metric the company required xyz for the department performance to play into the workers INDIVIDUAL BONUS component. Company leadership has gone on the record stating that it is not a fair target or something individuals or a single department can be or should be measured on, as it’s impacted by numerous departments. Despite saying this and knowing that the other departments have dragged it down, they have included it in the metric in order to not have to pay out bonuses. This metric was supposed to be the company side of the bonus, but got pushed into the individual side of the bonus without notifying employees.

The company is run very leanly. With the ups and downs of a pandemic and the hit the travel industry took from this event, we were impacted hard and, as a result, our workforce is quite lean and sometimes job demands can seem overwhelming as we try to do more with less people.

Reorganizational changes are too often

hard to schedule vacation time slow growth/advancement opportunities demeaning mentors and bullying from over-entitled managers

First they have taken away 100% remote work for the most part. Especially if you live in Houston. They are very restrictive of your time off now, when it's advertised as unlimited. (Before it was very relaxed, not anymore). Plus with 2 major layoff waves in the past 9 months, your job does not seem secure whatsoever and leaves everyone on edge. For good reason because they are still laying people off due to "performance" issues. In my opinion, the product itself is outdated and cumbersome for an average end user to use. It does help, but Pros needs update their products usability to stay competitive in this market. In this role, the opportunities are almost unreachable in a sensible timeframe. Add a below market salary to that and it leaves very frustrated workers on the lookout for better, high paying roles outside the company. They have "metrics" now to help you get promotions, but they have no real way to quantify any of it. Promotions are random if they have the budget. You gain a lot of valuable experience and the company just doesn't value that as they should.

I joined EveryMundo (EM) in Singapore just before its acquisition by PROS in late 2021. Despite starting during the pandemic when the aviation industry was at a standstill, I managed to close deals with 13 airlines and 1 hotel, generating over $1 million in ARR within a 24-month period. The global sales structure seemed well-organized, with regional Business Development Managers reporting to a Director of Sales in Miami. However, the APAC region operated under a separate Managing Director whose leadership style was authoritarian and inflexible. This MD's approach often conflicted with modern tech company cultures, insisting on joining every sales call citing Asian business hierarchies. The MD's lack of tech industry experience was evident in his management style. There were concerns about time management, with calendars filled with questionable meetings. Double standards were apparent in policies regarding remote work and time off. When I raised concerns about these issues to HR, my direct manager, and company leadership, it unfortunately led to increased scrutiny of my work and ultimately, my abrupt dismissal. It became clear that my direct manager was a close friend of the MD, which complicated the situation. Despite these challenges, I enjoyed working with my colleagues, and my contributions were widely recognized within the company. However, the toxic work environment created by certain leadership figures ultimately overshadowed the positive aspects of the role.