VC3 reviews

VC3 is, without a doubt, the worst company I’ve ever worked for. After nearly a decade of loyalty, hard work, and sacrifice, I can confidently say this is not a place that values its people. There are no bonuses. Raises are rare to nonexistent. And once you hit the cap in your pay band, you might as well stop expecting growth — because it’s not coming. If you want to make a real living, support your family, or even just keep up with the cost of living, look elsewhere. The morale here is the lowest it’s ever been. People are leaving in waves, and leadership acts like it’s business as usual. Those who stay are pushed to work harder and longer for little to no recognition. We give everything, and in return, we get scraps. PTO is an absolute joke. There are no paid holidays — if you want a holiday off, it comes straight out of your limited PTO bank. After years of service, to have to “pay” to spend time with family on a holiday is insulting. Ryan Vestby and the leadership team have made it clear they do not care about their employees. As long as their pockets are full, they’re content to let the rest of us drown. What used to be a company with heart under Sandy Reeser has turned into a machine that chews people up and spits them out. VC3 has stripped away every reason people once felt proud to work here. No growth. No appreciation. No future. Advice to Management: Start valuing your people like they’re more than disposable. Rebuild the culture you destroyed. Pay people what they’re worth. Bring back real leadership — someone like Sandy Reeser, who actually cared. Because at this rate, soon there won’t be anyone left to lead.

Uncompetitive Pay: Salaries are well under market value. You’ll earn more—and be respected more—nearly anywhere else. Misleading PTO Policy: The company heavily advertises “24 PTO days,” but conveniently leaves out that every single holiday (Christmas, Thanksgiving, July 4th, etc.) must be taken from that pool. Once you subtract those 9–10 days, you’re left with about 14 days for vacation or sick leave. Leadership repeatedly spins this as “flexibility,” while sidestepping the bigger issues of nonexistent raises and bonuses. Broken Promises: New hires are sold on career growth, salary increases, and bonuses. In practice, these promises rarely materialize. Toxic Environment: Morale is low, leadership is absent, and transparency doesn’t exist. The culture is draining, and both employees and clients are leaving at alarming rates. Turnover Crisis: Longtime employees with decades of experience are leaving en masse, and leadership shows no urgency in fixing the problem. Lagging Behind Competitors: Other companies offer stronger compensation, paid holidays on top of PTO, wellness days, volunteer opportunities, and real respect for their workforce.