A company ready for disruption - Project Manager/Scrum Master Scholastic Employee Review

2.0
24 Jul 2018
Recommend
CEO approval
Business outlook

Pros

If you're good at gaming the system there's plenty of opportunity to do little and rise through the ranks. The Soho location is newly renovated and a great neighborhood to work in. They make books, not bombs.

Cons

If you're not good at gaming the system you're going to get screwed. Management is proud to manage through fear. The Chelsea office location is awful. Most developers are offshore contractors who have no stake in the success of the organization which is reflected in the quality of the work. The organizational culture is broken. There's little appetite to actually do things right. Management wants to get the favorite project of the month done; priorities, process, and methodology be damned. This place has been so broken for so long that the only people who have remained are people who prefer that it stay broken and will do everything they can to impede progress. The only employees the company invests in are the college associates (new grad hires) everyone else is second-class, yet the associates all hate it anyway and leave in droves. No matter how optimistic or idealistic you are when you start Scholastic will drain all of your energy.

Explore other reviews about Scholastic

5.0
26 Jun 2026
Recommend
CEO approval
Business outlook

Pros

positive working environment, good people

Cons

great company to work for; no complaints

2.0
11 Jun 2026
Anonymous employee
Recommend
CEO approval
Business outlook

Pros

Remote work and the clients are very nice to work with.

Cons

In my experience, the company's compensation practices lacked transparency and accountability. When employees asked questions about how their earnings, bonuses, or compensation were calculated, clear answers were often difficult to obtain. Decisions affecting employee pay were made without adequate explanation, and requests for clarification frequently went unresolved. What I found particularly concerning was the apparent disconnect between employee compensation outcomes and management compensation. Employees regularly experienced reduced bonuses or earnings, while management and executive leadership appeared largely unaffected by the same business decisions. This created the perception that the financial impact of those decisions was being borne primarily by employees rather than those making them. After repeatedly seeking explanations and receiving few meaningful answers, I lost confidence in the fairness and transparency of the compensation process.

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