Pro-Vigil reviews about "communication"

Shanon in marketing! No communication with the SDR team. Good luck ever getting a raise, they specifically don’t give raises to the SDR Team. The SDR team is the black sheep of the company.

Leadership culture is toxic. Psychological safety is non-existent, and questioning decisions — even constructively — often led to retaliation or exclusion. Frequent turnover of high performers, especially women and underrepresented voices. Lack of accountability at the top: promotions seemed based on loyalty over results or integrity. Morale is consistently low due to fear-based management, siloed communication, and reactive decision-making. Their only goal is to sell the company. There is no emphasis on client or employee retention.

Let me tell you why you shouldn't take it 1. No 2 day week off 2 . No breaks ( yes you heard me correct) 3. Management is never changed from almost 10 years ( hope you understand why it isn't changed) 4. The entire company Management works with determination when ever its against employees. 5. Don't you ever dare to think some one on the Management is going to help you out of course they pretend to help you but remember why the Management is same since 10 years because they are one. 6. No shift allowances 7. No growth ( seriously) 8. Salary (peanuts ) * one thing iam not telling anyone not to join this company you can go ahead if you are someone with out good communication and no technical background and got an offer from this company and left with no other choices then you can blindly take it. My review is for those who were good with communication and worked some skills for building a beautiful career in IT. * yeah I know it seems like a review from a frustrated employee lol* Even i felt the same way when iam reading the glassdoor review prior to join this organization. So thought of helping someone who value their career and worked of for it.

The company faced a period of elevated turnover last year, largely tied to previous upper leadership decisions Since the leadership change, there has been a clear focus on rebuilding trust, improving communication, and retaining talent While change took time to stabilize, the new leadership team is successfully strengthening culture and long-term employee engagement

Toxic leadership dynamics at the executive level. Top executives often lead through fear, not inspiration. There is little transparency, and communication is frequently reactive, dismissive, or punitive. This creates a culture of blame and defensiveness rather than growth and accountability. Internal promotions are rare. Despite strong talent within the org, executive leadership consistently favors external hires with “pedigree” backgrounds more for optics during a potential sale than long-term team development. This erodes trust, limits career growth, and fuels attrition. Strategic direction shifts without warning or meaningful input from the people closest to the customer or the problem. Decision-making is highly centralized but inconsistently enforced. Some issues get micromanaged while others fall through the cracks entirely. Sales and CS teams are routinely set up to fail due to poor cross-functional alignment and a lack of investment in scalable processes. Burnout is normalized. Success often depends on working around the system instead of within it. Training and onboarding are incomplete and uneven. Knowledge is tribal, and the burden to "figure it out" is placed on new hires. Pockets of strong talent exist, but morale is frequently undermined by leadership behavior and lack of trust.

so far the company is great

From the lack of communication to unorganized chaotically planned installs and micro management...I'm not sure how this place is still in business!