Surescripts reviews about "management"

Leadership within the Technology and Security organization operates entirely on fear, micromanagement, and self-preservation. Transparently reporting organizational risks or highlighting operational gaps is treated as a personal threat by management rather than a professional duty. The leadership style relies on moving goalposts, extreme gatekeeping (like exhausting daily interrogation-style briefing traps), and intentionally vague performance feedback so success can never actually be achieved. Top-performing professionals are systematically targeted, isolated, and managed out through fabricated performance issues to protect executive reputations. Furthermore, the HR department is completely toothless. Detailed, explicit exit interviews outlining this exact abusive behavior and naming impacted employees are met with empty empathy but zero corrective action. HR routinely chooses to protect toxic executives over maintaining basic workplace ethics. Since the corporate takeover, the culture has entirely shifted from psychological safety to compliance through fear, causing widespread burnout, anxiety, and a mad dash for the exits by top talent. If you are considering a job here, do yourself a favor and reach out to former employees on LinkedIn, and hear about it directly.

So far, no cons to note.

Management can't makeup their mind.

Things have gone downhill in the past 3 years, especially since the purchase of the company by TPG. Poor job security. Unrealistic expectations from management. Not enough employees to handle the amount of work.

* Top heavy management structure. * Completely disconnected from reality C-levels (talk way too candidly about their time playing golf, spending weeks at their vacation homes,or private jets), those things are nice, but be honest that most people working for you don't have the millions you do. * Projects drag on for years, often with very little input from management for direction. * It's clear some employees carry the burdens of many others. Helpdesk and customer service teams constantly given more and more to do while other teams and managers sit and put together Lego sets or play video games. Cross training is always talked about but never seems to happen. * Little way in terms of advancement, lateral moves are most of what I've personally seen, the only time promotions occurred is if someone left the company for a term, and then came back and applied for a higher position. * People Managers are aloof, or not even qualified to be in their positions, and not in tune with the needs of the people doing the work. A certain degree of nepotism exists and some people are merely kept on because they have tribal knowledge of a product that has never been written down and they are the only ones that know how to solve specific issues with tech debt that they themselves created. * Employee review system is aweful, most people spend the first 6 mos of any year either resting from the previous year's sprint, or slacking off, then mid term reviews come in and everyone seems to push to meet their goals in a compressed schedule. When you have to work cross functionally between departments, this can cause extreme levels of burnout. * Multiple solutions are purchased, and often the worst one or two options are used, which incur a lot of needless stress to manage the applications. * In the same tune, management sugar-coats problems to their middle managers, and middle managers sugar coat to VP's, by the time it reaches the C-Suite, everything is "awesome" * At the end of the day you eventually realize you are working for a monopoly (but must never utter that word in the office) which only exists to benefit large pharma companies and lobbies to derail a real single payer system in the US and keep the private insurance status quo. * If the going gets rough, they will cut you loose with no remorse, IE. when products discontinued, personal issues, using up your FMLA, etc. They will lay you off or dismiss you without a second thought.

Office geography driving who works with who. The weight of reliability and security make vision, innovation, efficiency and effectiveness optional.

Frank Harvey is just OK, previous CEO was better and more caring. Was taken over by TPG and since then the company has done multiple rounds of layoffs. Way too much work to do in a lifetime, the firings don't help. Decisions were made by upper management that makes no sense and we a had to scramble to complete it. Direction and processes change too frequently to keep up.

From a product owner perspective, it may be different than what a product owner coming in from another company is used to, since the the Product owner is on the Operations and Technology side, not the product management side. This isn't necessarily a "con", just something to be aware of.