If you look at the reviews you’ll see a lot the same reoccurring themes and criticisms. Pay particular attention to what is consistently said by different people.
-several rounds of significant layoffs since 2021.
-there was not a formal HR department. This is essentially managed by the COO/Owner.
-nepotism in management and hiring: Perhaps business as usual. It is privately held family owned business. This may contribute to difficulty in climbing the corporate ladder or in the past if you were not at a main branch location it would be hard to advance as well.
-some of the roles have robust and thorough training. Others not so much.
-their software and OS systems are genuinely excellent. However, they are “home built” so when something is fixed or updated it has a tendency to “break” other things their system.
-the software processes and systems are specific to just provident. Most other banks or financial institutions use industry standardized systems, processes or software. If you go on to another job, you’ll have to learn a new OS and new processes. This is critical to consider due to how unique providents processes and systems are when trying to translate that into other roles.
-lack of raises or if there is a raise it doesn’t compete with inflation then or especially now.
-continual increase of employee portion of cost of benefits, especially insurance. These are bare bones benefits. If you’re single and reasonably healthy they’re just ok. But if you have any health issues or a family to cover it is relatively expensive.
-micromanagement: depending on your manager or team this was valid.
-employee suggestions for improvement to software, updates, UI, forms, processes, or day to day work goes through a pain stakingly arduous project request process that has to get executive management involvement, review and approval. They are not quick to fix or implement anything unless it is on fire. Additionally, the subsequent P&P writing and updates are cantankerous.
-lack of staffing —> overworked staff.
-a byproduct of the overworked staff, was conflict with having more work than could be done in a day but overtime pay was a contentious issue as it wasn’t liked by management.
-lack of job security. You are a commodity and are replaceable. That’s an important and ultimately a bitter pill to swallow- especially when they speak alot about loyalty. There were a lot of great people that accomplished and did so much for the company but were let go or forced into retirement with no notice, varying severance packages, and without a thought. Ultimately, you’re replaceable with someone they could hire for less salary or even as a cost saving or profit enhancing measure.
-saw prior posts about ownership affiliation with Jehovah’s Witness and negative perceptions of that from other reviewers. From my limited observations, I had a sense that they are sincere in their beliefs. They didn’t try to proselytize anyone nor do they discriminate based on beliefs.
-lack of paid holidays. Paid Holidays had steadily improved over the years. However, as a financial institution it felt like they were open more frequently when similar institutions were closed.
-Office celebrations, parties or team building type events aren’t common place. You have to build relationships on your own. With a majority of sites being remote now, that could be very hard to build rapport.
-limited PTO. there isn’t a lot of time off unless you’ve been there a long time. Additionally, due to staffing, generally no one covers for you so you come back to a mess. Also if you’re in a role with no back ups and they need something expect calls and e-mails on vacation.
-year end bonuses were rare, unreliable, and normally not significant amounts. Keeping in mind when these were given they were heavily taxed at a bonus rate and the net was not a lot.
-no sick time
-no 401k matching
-most positions outside of being a loan officer, if there was a performance bonus or some type of commission or incentive structure it wasnt really competitive or noteworthy and was also heavily taxed at a bonus rate.