Procode Technology reviews

- Compensation is not aligned with the level of responsibility and impact expected, and can feel significantly below market for the work being delivered. - Recognition is inconsistent and often driven more by visibility, or internal politics, rather than actual technical contribution. - Some managers are highly impersonal and disengaged, showing little interest in proper line management, support, or team development. - Engineering leadership is inconsistent at best; in some cases, individuals in leadership roles lack even basic technical understanding, which undermines decision-making and credibility. - Junior and mid-level engineers are frequently overworked and relied upon to carry delivery, without proportional recognition, support, or reward. - Compensation adjustments for major contributions can be minimal, making it difficult to feel valued or incentivised to go above and beyond. - Bonus structures tied to OKRs/KPIs are often unrealistic, making them feel unattainable rather than motivating. - Career progression historically lacked clarity, with defined bands only introduced recently after prolonged ambiguity.

-Company has no strategy just empty ideology -Lack of technical skills in executive level leads to lack of common sense -Very isolated teams with isolated problems, resource sharing is difficult and not encouraged by current systems.