PartnerHero Reviews

Partner Hero's purported core values are merely hollow words, disconnected from the reality of its upper leadership. The disregard for employee welfare is glaring, as evidenced by their tendency to manipulate performance reviews to avoid fair compensation. It's disheartening to witness a company prioritize profit over the livelihood of its workforce, opting for minimal pay even as other BPOs offer more sustainable wages. The recent shift in hiring locations to low-income areas further reflects a callous approach to employee well-being. Individuals are reduced to mere statistics, disposable at the whims of management decisions. The pervasive fear of sudden termination hangs over employees like a dark cloud, exacerbated by the lack of transparency and communication regarding job security. Management's transition lacks support or training, leaving them to flounder in their new roles without guidance. This sink-or-swim approach only perpetuates a toxic work environment where stress and uncertainty are the norm. In conclusion, for those who value their peace of mind and seek a workplace that respects its employees, Partner Hero falls short in every aspect. Steer clear unless you're prepared to sacrifice your mental well-being for a paycheck.

First let me say that your experience at PH will vary wildly depending on which program/partner you’re working with. Some programs are run very well, and people seem to be relatively happy. It also may vary wildly depending on your location - I was a US-based employee. Let's start with pay. If you’re in the U.S., you’ll be compensated on the low end of what’s average for the industry. Pay caps are prominent, so if you do manage to come in at a higher wage through negotiation, you’ll probably never see an increase. If you didn’t negotiate, just know you’re getting paid dollars less than your coworkers doing the very same job, just because they were able to negotiate a higher wage. Also, be prepared for an evaluation system rated in three areas, out of 5 stars. Management and leads are encouraged to give out no higher than 3. Coworkers of mine who regularly went above and beyond received 3’s. This makes it easier to deny you a raise. Also consider the majority of PH’s expansion has been in Central America and the Philippines, where $5/hr is considered reasonable, vs $17+/hr in the US. Easier for them just to move contracts there than pay you more. Gross mismanagement. PH just lost their biggest contract because of gross mismanagement. The team had been underperforming since almost the very beginning and the PH bigwigs had no idea until they were approached by concerned team leads. When the mess was finally revealed to upper management, a couple of the program managers lost their jobs, but their underlings were promoted to their position despite having been just as much part of the problem - they saw what was happening, but said and did nothing. As others have mentioned, favoritism and nepotism are rampant. Change management. There was none. When panic set in about the potential loss of the big contract, sweeping changes were made, without a plan, without training in place, by a person who barely knew the program and had just been brought in to fix the situation. Things were constantly changing without warning, often in contradictory ways. Timelines were constantly changing. Associates who had been email only were told they had to start taking calls or leave the program/company. This was the case even for those with disability accommodations - so much for PH’s diversity friendliness! Every manager needs to take a course on effective change management. Hint: it’s not changing things every other day and then telling people to suck it up or find another job, and throwing the core value of “Embrace Growth” in their face. Within hours of the announcement that the contract would be ending early, they began laying people off (despite the fact that the contract wasn’t ending for a few months-they could have waited.) This included leads, whose accounts were immediately cut off, no opportunity to wrap things up with their teams or even say goodbye to coworkers and friends (teams which had just been told they were about to lose their jobs, and who had no idea who they could turn to with their lead suddenly gone.) They were treated like untrustworthy criminals. For associates who remained after that day, they were told that some of them would be transferred to new programs, but others would be eliminated. This was held over their heads for the remainder of the contract, to keep them working hard. They continued to harangue people about metrics and ask more and more of them despite the fact that most people were about to lose their jobs. And finally, the CEO is a complete Narcissist, oblivious to his privilege, and not the bastion of progressive culture he thinks he is. He will go on about how important mental health is and how he took several months off for this mental health when his employees get two weeks combined sick and vacation days a YEAR (unless their state requires they get more.) Someone once brought up Unions to him and he completely flipped out, made these dramatic videos about how hurt he was that someone would think he wouldn’t take care of his own people, and that we thought we would need a Union. Yeah bud, your benefits suck and the pay is mediocre. PH could use a union.