Valuable experience, but overwhelming micromanagement and disorganization - Project Coordinator Project Support Services Inc. Employee Review

Opportunity to work on meaningful projects that support schools, public agencies, and communities throughout California. Exposure to a wide variety of construction, DSA certification, project management, and staff augmentation projects. Collaborative team environment where employees have direct access to leadership and can contribute ideas. Small business atmosphere that allows team members to wear multiple hats, learn new skills, and accelerate professional growth. Flexible environment with opportunities for career advancement as the company continues to grow. Leadership is invested in training, mentoring, and helping employees develop both professionally and personally. Diverse project portfolio that provides valuable experience working with school districts, architects, engineers, contractors, and public agencies. Employees have the opportunity to make a visible impact on projects and company initiatives rather than feeling like just a number. Supportive culture focused on teamwork, problem-solving, and continuous improvement. Competitive benefits package including paid holidays, sick time, medical stipend, 401(k) matching, and professional development opportunities.

DSA is hard BUT you figure it out with Training

Some coworkers were genuine and kind people.

The CEO created an emotionally reactive environment where control, inconsistency, and favoritism often outweighed professional structure and clear management practices. There was an excessive focus on culture, personal disclosure, “growth” exercises and seminars that felt performative and disconnected from actual business priorities. These sessions often involved personal sharing that felt more like information gathering than meaningful development, where little of what was discussed was applied to improve the workplace. There appeared to be a preference for employees who were more compliant and closely aligned with the CEO personally. High performing employees tended not to stay long, while retention did not consistently reflect competence or job performance. Communication from the CEO could also be curt or dismissive at times, which made feedback feel discouraged. Professionalism was inconsistent, contributing to an overall lack of trust within the workplace. Overall, the workplace culture felt immature, inconsistent, and heavily dependent on the emotional state of the CEO rather than clear processes or professional standards.