What is the hiring process like at PartsBase?

there are some good people that work at PartsBase.

Unfortunately, those good people are constantly left in fear for their jobs. So much great talent passes through the organization because upper management is a dumpster fire. People get hired and fired at the drop of a hat—with no other explanation than "restructuring." Plenty of people leave good, stable jobs because PB comes at them with large dollar figures, only to kick them to the curb a month later. People are presented with "ramp-up plans" by their manager only to be pawned off on colleagues with little more experience than a new hire. Everything is tracked - from the time you are in certain programs to the words you use on a sales call. Your actual engagement time is tracked vs. the time you clock in, and you better have an explanation as to why any deviation exists. It's a virtually impossible environment to succeed in.

The company has great overall transparency from my perspective. I also enjoy working in the industry as it is exciting and fast paced. I have been welcomed to the company with positivity and my team has been such a tremendous asset to get me up and running. I feel that throughout my hiring process communication around role expectations align exactly as they have played out. I also feel equipped with all of the necessary tools to complete my role. I have had a lot of exposure with our leadership teams here and each leader shows a genuine passion about the company and the success of their employees.

The benefits are on the pricier side but they are not outrageous.

None. Despite genuinely trying to identify something positive, there were no meaningful benefits—professionally, culturally, or operationally.

I strongly encourage anyone considering a role here to do thorough research and weigh their options carefully. It is NOT worth leaving. Ubering is preferable to this dump. 1. Leadership’s aggressive, demeaning communication style leaves employees fearful of every conversation with them. I am not kidding.. The owners routinely belittle and yell at employees. 2. The CEO and puppet COO micromanage (using Terramind software) everything you do. 3. Everyone is walking on eggshells, and god forbid, you have your own opinion about anything. 4. The lack of structure and processes makes even simple tasks unnecessarily difficult. The owner, the son, and the COO literally think they know everything. Why do you think they have such high turnover? 5. Poor communication due to fear across teams and departments leads to confusion and rework. 6. Minimal transparency around decisions that directly impact employees. 7. Reactive rather than strategic culture, creating constant fire drills instead of progress. I do not know you, but I care enough to say, don't do this to yourself. All these positive reviews are FAKE and planned by the new recruitment person. Poor thing.

The few positives were working alongside several strong individual contributors despite leadership challenges.

Leadership and management are the core issues at this company. The marketing team is consistently evaluated based on hourly cost rather than outcomes or impact, which creates a toxic and short-sighted environment. Over the past 5 years, the marketing organization has gone through seven different leaders, reflecting a serious lack of trust and strategic support from leadership. There is effectively no onboarding or structured support. Expectations are unclear, and the culture often involves being reprimanded for factors outside the team’s control. Leadership frequently micromanages, and feedback or guidance provided in 1:1 meetings is later contradicted publicly or in group settings even when prior discussions were documented. Decision-making at the executive level feels disconnected from day-to-day realities, particularly within the aviation industry, and there is little alignment between stated priorities and actual behavior. Communication is inconsistent, and accountability is rarely applied upward. Additionally, the company has engaged in practices that raised serious legal and compliance concerns. When these were flagged, the response from leadership was dismissive rather than corrective, signaling a troubling lack of governance and risk awareness. Overall, this is an organization with deep leadership, cultural, and operational problems that make it a difficult environment for professionals who value structure, accountability, and ethical decision-making. STAY AWAY - Don't believe what they tell you in the interview process, they will say one things then do another. BEWARE and STAY FAR AWAY. The company is digitally behind weaker aviation marketplaces, yet leadership insists it is the industry leader. This belief is reinforced by misleading internal metrics rather than objective market benchmarks, resulting in a dangerous level of overconfidence and stagnation.

HR is trying very hard to rebuild and create a better culture, but the headwinds against them, projected by the CEO, are incredibly strong and present significant challenges. Outside of that, there are zero pro's. This place does not view people as human beings. The CEO and COO are not afraid to say that they "bought you." I understand some sales teams have a better culture, but unsure which ones. The marketing team has serious opportunities for improvement, to put it nicely.

- No benefits, 401k, anything, until after 90 days. Turnover is incredibly high because they do not value culture. Any mention of that will make the CEO's eyes roll into the back of his head. - In my first week, I was forced to read off a script to fire someone who was on my team for a reason I did not agree with, and the day prior watched another team member receive his final warning for a simple mistake. They rule the company with a culture of fear and overwatch. - Orwellian monitoring: Teramind is the software they use to monitor employee productivity - that is not as benign as it sounds. The CEO will surreptitiously watch people conduct meetings or watch a live-stream of their workday. Google the software and you'll see how this company does not give an ounce of trust to their employees - it is the most intrusive monitoring platform out there. - - In my second week during hiring, in an internal meeting, the CEO indicated to myself and a recruiter that we should screen out candidates based on age - The equipment is antiquated and clearly a reflection of the CEO's desire to reduce operating expenses at all costs. - Incredibly inflexible. Advertises remote position as a perk, but you're required to be in one location all the time. If you leave your desk for 5 minutes to use the bathroom, your computer locks, and an inactivity alert is sent to Teramind, so that the CEO knows how long it takes you to pee, on average. - The sales team are not allowed to use their machines outside of 8am to 12pm and 1pm to 5pm Eastern. - To describe the CEO as "hands on" would be putting it nicely. He's the guy who coached the worst micromanager you've already ever had. - Zero diversity. There are small global sales teams and some South American based