How are career development opportunities at Comarch?

- best team leads and department managers - supportive and understanding staff - a lot of opportunities to learn

- top management slow down important decisions at the unit level - some of the decisions are not taken impartially and objectively (which was connected only to one particular manager, hopefully current policy has changed)

Great team and collaborative environment

Salaries are lower than average Personal growth opportunities are limited There is no fully remote work option

first job, flexible hours, no requirements

low salary, no self development opportunities

Flexible working hours, open for students

Legacy projects, lack of opportunities to grow, low pay

Big company with stable work

Had good team and opportunities

- Experience with banking applications

- no appreciation of young employees, - no career growth - bad attitude on the part of your bosses: if you start fighting for a salary increase (their argument is that you become too intrusive and they don't want to work with people who only think about money).

Personal development, Friendly Atmosphere, Diverse tasks

Workload intensity, career Advancement Pace

Healthcare. Flexible hybrid schedule (flexibility is necessary when you’re expected to meet deadlines while working across time zones with teams entirely in Poland). You get a monthly health & wellness stipend (gym, etc.), which is nice — and may slightly offset the slow erosion of your sanity as you forget how a normal company operates efficiently and professionally.

They cut budgets, don’t provide basic tools required to do the job (unless we pay for them ourselves), and then roll out Google Workspace in a way that blocks every useful extension — so now we can’t even use apps to help move projects along or meet unrealistic deadlines and goals set by inexperienced, ego-driven leadership who are too afraid to listen to what people actually need to generate revenue. Oh, and that’s before they increase KPIs with zero justification. The company has been on a steep decline since layoffs, including people with actual experience and institutional knowledge who helped grow the US region. Now they’re trying to rehire people to replace them — because that’s obviously a smart and efficient strategy. Everything is in Poland. Everything. Tools, training, support, career growth — and half the meetings happen before the sun comes up. Even if you want to do the job you were hired to do, Poland requires you to outline every step and submit a request for them to create or execute it. If you try to just do the work yourself (basic work), you might get pushback for… doing your job. And don’t expect a meeting to communicate what you need — that won’t happen. Instead, it gets assigned elsewhere, creating “growth opportunities” for someone else. But hey, if you’re Polish and in Poland, at least you get development opportunities — so good for them, I guess. Leadership in Poland seems genuinely frustrated that U.S. teams want to do their jobs. The expectation is to either execute their plans or create a strategy for Poland to then work on and execute for you. Eventually, you realize you’re not using basic tools or best practices. When you leave (or plan to), you may need to brush up on your skills and remind yourself how a normal company operates.

Healthcare. Flexible hybrid schedule (flexibility is necessary when you’re expected to meet deadlines while working across time zones with teams entirely in Poland). You get a monthly health & wellness stipend (gym, etc.), which is nice — and may slightly offset the slow erosion of your sanity as you forget how a normal company operates efficiently and professionally.

They cut budgets, don’t provide basic tools required to do the job (unless we pay for them ourselves), and then roll out Google Workspace in a way that blocks every useful extension — so now we can’t even use apps to help move projects along or meet unrealistic deadlines and goals set by inexperienced, ego-driven leadership who are too afraid to listen to what people actually need to generate revenue. Oh, and that’s before they increase KPIs with zero justification. The company has been on a steep decline since layoffs, including people with actual experience and institutional knowledge who helped grow the US region. Now they’re trying to rehire people to replace them — because that’s obviously a smart and efficient strategy. Everything is in Poland. Everything. Tools, training, support, career growth — and half the meetings happen before the sun comes up. Even if you want to do the job you were hired to do, Poland requires you to outline every step and submit a request for them to create or execute it. If you try to just do the work yourself (basic work), you might get pushback for… doing your job. And don’t expect a meeting to communicate what you need — that won’t happen. Instead, it gets assigned elsewhere, creating “growth opportunities” for someone else. But hey, if you’re Polish and in Poland, at least you get development opportunities — so good for them, I guess. Leadership in Poland seems genuinely frustrated that U.S. teams want to do their jobs. The expectation is to either execute their plans or create a strategy for Poland to then work on and execute for you. Eventually, you realize you’re not using basic tools or best practices. When you leave (or plan to), you may need to brush up on your skills and remind yourself how a normal company operates.