Perry Homes reviews

The company presents an image of inclusivity and professionalism, but internally it often feels like a “boys and girls club.” Loyalty to leadership matters more than performance, good people are let go to protect tenured executives, and employees are quickly thrown under the bus if things go wrong. Family members and neighbors in management positions can make advancement feel subjective and politically driven. Major operational decisions are often rushed just to meet timelines. Software changes are poorly executed, leaving vendors frustrated and teams overworked. Expansion into new markets was prioritized over existing ones, causing backlash and added strain on already stretched teams. If you question leadership or stop “drinking the Kool-Aid,” it quickly becomes clear you’re no longer part of the inner circle. The brand image and the day-to-day reality are very different.

Corrupt, favoritism, management will give more incentive to their favorites to make sales happen, no cross sale policy in place which creates anomisity and unfairness between sales reps, they enable and empower sales reps who have bad reputations, management has no clue how sales works since they come from construction