OrgSync Reviews

Unfortunately, the problems with the company stem from the leadership of the company. In fact, the CEO and CFO, who recently were let go, were not the culprits. There is a documented history of leadership saying one thing and doing another which led to dissension amongst the departments within the company. The easiest way to equate the tension is to that of an abusive relationship. There is little to no professional development, and any sales training is consistently bounced back to those who either have no sales experience (yet are tasked with leading sales), or to those who have a history of overselling and creating unhappy customers. I will attest that everything is said in previous reviews (that are not steller about OrgSync) is accurate. I was cautioned when I joined to "keep my eyes and ears open" and I never truly felt comfortable there.

While there are certainly good things I have taken away from my time at the company, there are several areas that need a great deal of improvement. Unfortunately most, if not all, of these issues funnel down from the top of the organization. Current management is very poor with how they oversee their departments and have a history of making false promises. There were often instances of key members of leadership speaking poorly about their subordinates and discrediting them behind their backs in social situations without any attempt at coaching or offering guidance. A common feeling is that many have their positions in leadership simply because of the fact that they were around when OrgSync was founded or have close relationships with the founders, rather than on a basis of how they can methodically grow, teach and execute goals set for their team. My team only stayed on for a brief period after the acquisition took place to see what changes the new owners might bring, but sadly we were far from impressed. No changes were observed other than obvious tension from current leadership with the new owners (which was often communicated in unprofessional ways in company meetings). Many on my team were told that the current management was only staying around to collect a bonus check for being there for a certain amount of time and would very likely leave not too long after. Disturbingly, the amounts of the bonuses were shared as well, leading to many on the team feeling like they were tools only there for the purpose of achieving a large bonus for the leadership. Those who seemed to be planning to leave from the management were already attempting to recruit individuals to join their new venture in the office. While the compensation from the acquisition was a nice touch, management was not proactive when it came to making their employees happy, but rather were reactionary when something bad occurred. While there, our reputation in the industry was one our team was working to change, as management initially made promises to prospective customers we couldn’t fulfill and a great deal of time was spent building back trust with prospective schools who had a bad taste in their mouths as a result. I would be very hesitant when really looking into OrgSync as the positive reviews are only on here because they are from current management or a new employee who has been there less than six months. Once a negative review is made about OrgSync, Someone from management will email or call the person they believe wrote the review (whether they are working for the company or not) and attempt to convince them to change their review. That and/or they will send out a company wide email asking current employees help give them more positive reviews to push down the honest reviews. It is also good to note that when the survey comes out for “The Best Places to Work” OrgSync leadership badgers employees to compete it with only positive reviews and nothing less... or else.