Overworked, Micromanaged, and Little Room to Grow - Anonymous employee Publicity For Good Employee Review

Some of the best reasons to work at PFG include - The Team - The team alone are some of the most intentional working and spirited individuals I know. Work-Life Balance - While you may hear the CEO state that they don't believe it and feel that work is connected to your life. IF you manage your clients, time and self correctly you'll have a great work-life balance Clients - PFG's clients are as numerous as they are a pleasure to serve. Some clients are tough, some are a breeze to work with, and some its like you forget they are a client because you are serving them but barely hear from them. However, this comes with the territory of PR during this day and age. Organization - The organization of the firm is effective, maneuverable and assists team members greatly IF used correctly. Unfortunately, there is a con with this pro. If you don't adapt to it, you could be in for a rough ride. It teeters dangerously close to a micromanagement measure. Profit-Sharing - Unless you are part of the revenue sharing program of PFG, you can expect to receive Profit sharing on a bi-monthly basis.

There are some cons that I'd like to mention and remain subjective on, rather than allow the two previous reviews that are off base to serve as the only cons - The number of clients serviced by PFG does not equate to revenue that commiserates with PR standards. IE, you will serve each client tirelessly regardless of their contract. PFG over-delivers to the happiness of clients, most of the time, but as a result have a very difficult time upselling current clients because of said over delivery. Contracts - Rather than pitching to media that make sense for each client, expect to chase numbers for each client repeatedly and explain to them how a certain small or mid-tier opportunity makes sense to them constantly. Outside Influence of Business Coach - If you are familiar with Charfen expect to be heavily influenced by their way of doing things. During my time at PFG, I often felt that the application of Charfen was fine but served as a breeding ground for certain tasks to take way longer than they should. In addition, their ascension plan will heavily influence your promotions and pay. I never went through the ascension plan, but it was almost imminent prior to my departure. Compensation & Benefits - The pay at PFG is sub-par at best. I, in my opinion, experienced a level of underpayment for the experience and responsibilities that I brought to the firm. Additionally, the benefits are minimal. 80 Hours PTO, No Sick Days, and a monetary stipend for Health Insurance after 90 Days of Employment. The firm did attempt to provide insurance during my tenure, but it was just simply too much for us to justify opting into it. The flexibility of the schedule and remote work is impressed upon constantly, but it is at times a place that is not family-friendly. Diversity - If diversity is important to you, there is a Philippines portion of the team and multiple women at the firm. However, in my time at PFG, no POC or any other minority member was ever hired. Whether we extended offers to some is not known to me at this time. Time Management - On average, I was in close to 8 hours worth of meetings every week after roughly 3 months at PFG. This was remedied repeatedly on account I had multiple duties to fulfill between sales, publicity, and administration. Keep in mind this when you are potentially balancing client relations, administration and more all at the same time.

Intellectually stimulating and genuinely interesting to meet so many different kinds of business owners and companies.

Leadership sets clear performance expectations, but does not provide the consistent support, training, or tools required to meet those expectations. As a result, employees are often held accountable for outcomes without having the structure necessary to succeed. The tone from leadership can be highly inconsistent—supportive and encouraging one moment, and then harsh, critical, or reactive the next. This creates an unstable environment where it is difficult to feel secure or confident in your performance, even when you are actively trying to improve. There is a stated emphasis on transparency and collaboration, but in practice, employees do not feel safe raising concerns. The “no gossip” culture discourages honest feedback, and leadership does not appear prepared or willing to engage in difficult conversations in a productive way. Because of this, many employees feel overwhelmed, overworked, and unclear on expectations despite being told those expectations are clear. There is a noticeable gap between what leadership says they value and how the environment actually operates day to day. There are also moments where internal communication occurs in a highly public or visible way, including disagreements or critical feedback shared in group settings. This can feel uncomfortable for employees and may contribute to a sense of pressure or lack of psychological safety within the team. This environment may work for individuals who thrive under constant pressure and ambiguity, but it lacks the consistency and support needed for most employees to succeed long-term.