Praescient Analytics reviews

Benefits. Marketed to employees as great, the benefits or "selling points of the company" are consistently and systematically denied. Training, Education, reimbursements, book allowance, docked maternity/paternity leave, denial of pay for required overtime, wage increases, etc. Dishonesty. Praescient Executives have been trying to sell the company for a few years now. That is fine, but something you should be honest about with employees, old or new. Even as documentation on the denied procurement made it's way to employees, Executives continue a dishonest approach. I have personally been privy to discussions with Executives and employees, where those employees are fed promise one (lie) and promise two (lie) in order to retain them or block them from going elsewhere; and staying much in-line with the core culture the company operates on, these promises are consistently and systematically revoked and denied. This includes backdoor employee salary changes without consent or contract updates, denial of promised bonuses after work completion, and "do this or you're fired" approach. High Turnover. With a retention rate in the negative, this mostly speaks the most about the company culture. The company, in it's short life span thus far, has seen three Senior Executive resignations, to include a founder of the company, and nine Directors resignations (i.e. Operations, HR, BD, Recruiting, Finance, Talent). Getting into the Consultants the company wished or attempted to retain, excluding those simply moving on for better opportunities, and resignations skyrocket past fifty. Take a moment, search LinkedIn, and contact former employees. This will be all you need to do. Litigious There has not been a former employee or business partner that the Executives have not tried to sue. I am not being hyperbolic. Again, search LinkedIn, contact former employees. These statements are based on my first-hand knowledge of the company and my direct experiences. Again, I highly recommend any individual considering this company to contact former employees.

Praescient suffers some of the usual "small company" woes while transcending others. On the one hand, hours can sometimes be long during surges or when cross-support is required as we grow/hire new employees. However, for a company under 100 people Praescient has the distinction of being able to support its contractors on overhead even if something disastrous happens on a contract, and actively works to find alternative work for them. Communication is both very transparent and very opaque, depending on how busy everyone is; It can sometimes be very easy for information to skip someone or fall through the cracks when we're busy (we're working on that).