My company was acquired by CoreLogic. They 'let go' of the management team after the acquisition which was a large mistake. We were given new management which went downhill.
One of the most significant challenges is the lack of clear expectations from the new direct manager. Employee often do not receive early guidance with quantifiable goals. Despite this lack of initial guidance, direct manager would later criticize you for not meeting unspecified performance standards, creating a frustrating and demotivating work environment. You are set up for failure from day 1. HR works in favor of management. Direct manager tend to approach the quarterly and yearly reviews as an afterthought, providing minimal feedback, incorrect statements of your work, insufficient quantifiable metric and poorly written sentences. This lackluster approach to performance evaluation leaves you without a clear understanding of your progress or areas for improvement. CoreLogic should have someone review manager's work in these performance reviews. Bad manager tend to remain with the company, while employees who are not favored are wrongly let go. This practice demoralizes the workforce and perpetuates a cycle of poor leadership. Employees who express differing opinions from their managers, especially regarding performance feedback, often find that their voices are not heard and are silenced by their manager. HR is of no help - they do not provide you with any platform to state your side since your manager is also on the call (so you will not be able to voice your opinion for fear of retribution). HR should have a private conversation without the manager on the line.
Health benefits are not as great compared to other companies.
The company's organizational structure is highly fragmented, with each unit operating in its own silo. This disjointed approach creates a lack of clarity regarding responsibilities and points of contact. You will frequently encounter overlapping responsibilities between units, which leads to confusion about who to reach out to for specific issues with no help from your direct manager.
Clients are leaving left and right because of a poor product and Senior Leader - Customer Success unable to retain customers. Yet, Sr Leader would hire more employees that has no work to do (i.e. Consultant, Customer Success) because there are no clients to support.
