My review will focus on why current employees need to leave this company, and encourage future employees to NEVER work here. They have an HR department that is trying to grow the company but the worst part is that they can't keep up with the turnover. HR needs to hire a 3rd party to help hire people to work here. Keypath will do their best to create a mirage of growth, but it's not because of opportunity, instead it's because of turnover. In the very short 4 year existence of this company they have burned and churned more employees that I've ever seen in my life. They can't train people fast enough before a "veteran" quits. The "pro" of this company is they try to keep employees by having parties, awards, or stupid incentives that can't keep people in their seats. I'd give this company a ZERO if I could, but this site doesn't allow that. Let's move on from the "pros" that don't exist to the real CONS that do. I'm sure everyone has seen a post or an article about why people quit their jobs. Most of them state that people quit their jobs not because they dislike their work, but they quit because management is terrible. That was my case at Keypath. This is my real focus, and I'll give many reasons why. I know that the CEO will do their best to dispute all of this. If they truly were a transparent company then they would do their best to rectify the problem. I'll focus on my former boss that works there. 1) Development - they don't know how to develop anyone in this field because they NEVER done this job. A lot of people will say that you don't have to do this job in order to manage people. They will go back and forth on this to always prove their point. If you confront them then they will say that their experience in developing people, but when they are asked a question about the job they will turn to the people that make them look good. A true leader can lead and do the job. Favoritism - Yes, all companies has this problem, but they are the worst when it comes to this. Should management have pet names for 2 employees on a team of let's say 15? When management walks in and ignores everyone on the floor but 3 people that's a problem. Let's just say that their pet names aren't work appropriate for the first 2 and the third one was irrelevant. A CEO shouldn't turn a blind eye to a manager that has pet names for the only women that get promoted. If you doubt these accusations I'm sure that you can reach out to the company that has multiple former employees accusing them of this. Turnover - there are 3 business units that recruit students. The funny thing is that the "BEST" manager they have has the HIGHEST turnover in the company. The worst part is that HR can't fill seats fast enough. Knowledge - what happens when employees have more knowledge than their manager. What happens? Employees will leave because they are tired of carrying someone that doesn't have a clue to do anything. Time Management - it's very unprofessional when your manager comes in to complain about working late. You don't work late because you are too busy. You are working late because you don't have a clue. "Hey, everyone I'm eating my lunch at 3 pm because I'm busy." No, you are eating your cottage cheese at 3 because you are too busy talking about your current and former employees behind their backs. Yes, whether you work there now or the past they will talk about you. Promotions - I can go on all day and night about them, but the rest of the management is just as terrible. They promote that their company is built on referrals. It's not built on that! They promote who they want when they want. A manager was promoted because the VP. Your training when you get hired is terrible. You need to earn a "bus driver's license" to work there. What does that have anything to do with graduate programs is beyond me? When an HR department, CEO, and management supports a terrible manager. You need to quit.
