Run Away as Fast as You Can - Anonymous employee Proservice Hawaii Employee Review

1.0
24 Apr 2018
Anonymous employee
Recommend
CEO approval
Business outlook

Pros

Non-management employees who truly care about their jobs and their clients,, nice new office building.

Cons

If you've ever wondered why there are always SO MANY jobs available at this company, here is your answer: Terrible management-everything is blamed on others, no responsibility taken, ridiculous "buzz" words/phrases used to create a bizarre cult mindset, lots of parties/activities to cover up the fact that pay is terrible (especially considering the cost of living in Hawaii), raises are minimal, you are expected to be on call at all times, even during vacation, limited holidays because management claims people must always be available in HR, unbelievably high turn over, open office floor plan so everyone is constantly sick, every problem or issue, even small ones, are turned into huge crises, many of the managers/directors are terrible people who only care about covering their own actions, the list truly goes on and on. If you have any genuine complaints, instead of having those addressed, you are told you are thinking "below the line" and are negative. This is quite literally a technique of cults. When you start, they tell you that this is significant potential for growth and promotion, but after being hired, you learn most people don't even make it a year there, or do not receive significant promotions for YEARS with the company. Unless you are right out of undergrad and looking to gain experience in a low paying job, stay far away. Once you get past the entry level, people will feed you to the sharks to protect and advance their own careers. I very much regret ever taking a position with this company.

Explore other reviews about Proservice Hawaii

5.0
19 Apr 2026
Anonymous employee
Recommend
CEO approval
Business outlook

Pros

Great teams, communicative and friendly

Cons

None I can think of

2.0
27 Apr 2026
Anonymous employee
Recommend
CEO approval
Business outlook

Pros

-Competitive compensation relative to similar roles -Parental leave exists and can be strong if tenure requirements are met, though the structure has limitations -Exposure to payroll operations and client-facing experience -Opportunity to develop skills in managing multiple priorities and client communication

Cons

-The company promotes a “ProHana” (work family) culture, but this is not consistently reflected in practice—especially for fully remote employees, who often feel disconnected and not treated as part of the organization -Parental leave is structured in a way that limits accessibility: --Full pay requires longer tenure --Partial pay for shorter-tenure employees --Many return early (6–8 weeks) due to financial constraints --Full paid leave eligibility is limited to every other year -Training does not match job expectations: --Formal training is limited or inconsistently accessible --Key areas (onboarding, terminations, benefits, retirement, workers’ comp, PTO, GL setup) are not fully covered --Employees are often expected to self-learn or escalate rather than understand processes -The role requires broad cross-department knowledge to meet “first call resolution” expectations, but without sufficient training to support that expectation -No clear, stable job description — performance is based on a “scorecard” with KPIs that: --Change frequently (often quarterly) --Sometimes extend beyond core job responsibilities --Can be applied inconsistently -Work is highly dependent on multiple departments, which slows turnaround time; however, Payroll is still held accountable for outcomes -Workloads are not balanced for coverage: --Employees manage full workloads --Expected to cover for others on PTO/sick leave --Makes it difficult to fully complete responsibilities -Client management expectations lack leadership support: --Employees are expected to handle difficult client conversations --Limited active involvement from management to reinforce boundaries --Support is often informal rather than action-oriented -Gaps in HR policy knowledge within the departments can create risk for employees who rely solely on internal guidance -Leadership structure is heavily layered, with many managers promoted internally without formal training, leading to inconsistency and micromanagement

4
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Proservice Hawaii Response
1mo
Mahalo for taking the time to share your experience in such detail. Feedback like this — specific, constructive, and clearly rooted in wanting better — is exactly what helps us grow. The concerns you've raised touch on several areas we're actively focused on: ensuring our training programs reflect the full scope of what our roles require, building more stability and consistency into performance expectations, improving cross-department coordination, and making sure our ProHana culture is something remote employees experience meaningfully — not just see in our branding. We also hear your feedback on leadership development and the importance of formal training for managers and supervisors. Building strong, consistent leadership is foundational to everything else we're trying to improve. We take seriously the responsibility to ensure our people are supported, equipped, and treated fairly at every level of the organization. We encourage you to reach out to our People Team directly if there are specific matters you'd like reviewed. We're grateful for your honesty and for your continued dedication to this work.
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