Conga reviews about "people"

The sword of Damocles is always hanging over your head. Aptus acquired Conga and took on their name because Aptus had a history of laying people off and they wanted to rebrand. They kept on the Conga employees and laid off their Aptus employees to make room for them. Since then, they have had two rounds of lay-offs before the acquisition of PROS when they had another round of layoffs, bringing the new PROS employees in and laying off the employees that had been with them for years to make room. The company will quickly layoff the people that worked for them without regard to their loyalty.

The handling of layoffs was deeply disappointing and lacking basic humanity. Employees were not given time to process, say goodbyes, or acknowledge what was happening. Communication was rushed, controlled, and intentionally vague. People were discouraged from speaking openly or sharing their experiences, creating a culture of fear and secrecy. Since the acquisition of PROS, transparency has been virtually nonexistent. Leadership repeatedly claimed they “didn’t know” what would happen, while it was clear decisions had already been made. Morale is the lowest it has ever been, trust in leadership is broken, and psychological safety no longer exists.

Internally things are chaotic - people managers are expected to lead their teams AND be effective change agents (think moonlighting as operational program managers). High-performing individual contributors are rarely truly listened to when raising concerns - feedback has been said to "fall into a black box" by some. This has created a culture where everything is on fire, rework of rushed rollouts, siloed decision making, all grinding progress and velocity almost to a hault. The culture that once made Conga special is almost completely gone. For some high performing people, it's too common to keep them in their positions rather than supporting their career growth. This has caused some of our best talent to leave - it's only a matter of time before others jump ship.

Micromanaging. Very selective in who they want to succeed. High turnover in various teams.

No proper distribution of project with in team members in terms of geography (timezone) , nature and product

No GTM and No Sales