Procede Software Reviews

Values Disconnect: Accountability and Transparency are posted on the walls but are non-existent in practice. Management operates with a "rules for thee, but not for me" mentality. • Stagnant Scaling: Despite being in business for 25 years, the company is still crippled by "tribal knowledge." Leadership is resistant to modernizing processes, which effectively handicaps many attempts at scaling. • Hostile Leadership: The executive environment is highly volatile. The CEO’s leadership style is ego-driven and requires constant "kissing up"; those who don’t play into this dynamic are often targeted or marginalized. • Unprofessional C-Suite: Many in the upper echelon lack the professional maturity required for their roles. For many, this has been their only grown up job and it shows. This results in a "popularity contest" culture where career advancement is based on sycophancy rather than merit or KPIs. • Serious Cultural Red Flags: Beneath the festive activities lies a toxic atmosphere. New ideas are viewed as threats rather than contributions. Furthermore, there are serious concerns regarding the personal conduct of leadership and a lack of professional boundaries that only become apparent once you are onboarded. • HR Negligence: Human Resources appears to be a decorative function. They lack the teeth—or the interest—to address executive misconduct or protect the staff from an abusive environment.

• Long tenure cuts both ways. Many employees have been here for decades and haven’t been exposed to more modern ways of working. As a result, processes and decision-making often feel dated. • Tooling is extremely archaic and not collaborative by today’s standards, which slows work and creates unnecessary friction. • Very little process documentation. Critical knowledge lives in people’s heads rather than being written down, which creates risk, inefficiency, and dependency on specific individuals. • Benefits are below market. There are no sick days—any illness (yours or a family member’s) must come out of PTO. • The bereavement policy is especially confusing: 3 days per year, usable for anyone, no proof required. It’s unclear why this exists but sick leave does not. In practice, it raises uncomfortable questions—are employees expected to “save” time off for death instead of illness? At previous companies, bereavement was per occurrence, not capped annually. The intent of this policy feels unclear and poorly thought through.