Prime Therapeutics reviews

"Candor" (dictionary.com): (1) the state or quality of being frank, open, and sincere in speech or expression This company has a permanent office on-location for Aerotek recruiters. This alone should tell you something about the turnover that is experienced at this company. First, I was interviewed only by an Aerotek recruiter, and did not have a single interaction with anyone that actually worked at the company from day to day. I, and many of my colleagues agree, that we were misled (either maliciously, or by ignorance) on pretty much everything by the recruiter as to when the company would hire, the number of hours we would be required to work, and the laxity of the environment. Just in the interest of disclosure, I hold a B.S. in Biochemistry, and I was PTCB certified before I accepted a position with Prime Therapeutics. I asked several specific questions of the recruiter, two of which I will share: 1) What is the pay like? Answer: $14 without PTCB certification, $16 with PTCB certification, and it goes to $20/hr once you are hired on. You will only get hired on after you receive PTCB certification.....This was the extent of the truthful answers I received. 2) What are the hours like? Answer: They have several different "shifts", but they are 8 hour shifts. You should be willing to work "occasional" overtime. Now, while this sounds okay at first glimpse the truth is very different, and is one of the main reasons why I chose to leave. In an effort to reach an 8% increase in company efficiency (most of the burden of which is placed on the technicians because pharmacists would say "to heck with these things, I'll find another job"...and it violates their salary contracts) the company seems to make a concerted effort to keep technician staffing as low as is humanly possible. As a result, I ended up working the entirety of my 6 month tenure "on the floor (after training)" with 3 days off a month (Yes, you will be working Saturdays and Sundays, but they won't tell you that in the interview)! In addition to only having 3 days a month off, many (probably 3/4ths) of the days during the week you will be "asked" (forced) to work 2 hours of additional overtime. Not only must you work these 2 hours of overtime, but the supervisors can never make up their minds (even though it's apparent to everyone else by noon based on the number of cases) on when to definitively say that you must work those hours. There were many days where a worker next to me was scheduled to get off at 3:30PM and the supervisors made the call for 2 hours of OT at 3 PM or later. Being made to work 27 days a month, with most of them 10 hour days, and the call for OT only minutes (for a number of people) before their shift was scheduled to end do not constitute adequate leadership, nor "occasional" overtime in my book. Another terrible practice that this company employs, and it is not restricted to a single incident by any means, is to tell prospective and recently hired employees that they (Prime) hire people on within 4 months of them being on the floor. This is simply not true, and in many people's minds is meant to keep employees "on the hook" while the company goes through their "Peak Season" (Don't get me started about how they define "peak season"). After I began speaking with some of my colleagues I came to the realization that there were technicians (and pharmacists), who had been hired as Aerotek contractors, that had been there for over a year and had not yet been hired by Prime. Most of my class of training "graduates" quit before even I did, and one whom I was close to told me that they had been eliciting a response from their supervisor on whether or not they would be hired soon (after 5 months on the floor) and he responded with "I'm a new supervisor, and I have to talk to other people". My friend asked this of the supervisor several times over the next 2 weeks and was met with the same response each time. When my friend finally quit the supervisor told them, "Yeah, I couldn't say anything but we don't even consider hiring until people have worked here for at least a year.". My friend is also a college graduate in a scientific field, and is a respectable and likeable person. That was the most despicable thing I had heard at the company and was a major contributor to my leaving. That a company who says that one of their "Companies 5 "Words" is "Candor" would flat out lie to, and exploit, their employees like this is unacceptable. My last gripe is how I was told that the company goes through a "peak season". I was told many, many times that this peak season went from about December to mid April (when the government and many insurance companies introduce formulary changes, or have enrollment periods), and that this period would essentially be the only time of the year where employees would be asked to work overtime This was completely false. The supervisors would constantly send out e-mails talking about how they knew it was hard on people, and how proud they were of our hard work, long hours, and dedication. Well, mid-April came and went, and suddenly we're in mid-may and it's still going....mid-June, you guessed it, still going. I have no idea if it ever ended. In April, and in anticipation of the end of the peak season, management sent out e-mails asking for employees that would welcome a reduction in their work hours per week (to something like 6 hours/day). Myself, and others who had been desperately wanting time off to spend taking care of family business, enjoying the summer, or preparing for entrance exams for professional school, were yanked out of our forthcoming bliss after management went ahead near the end of May and decided that "we just can't offer summer reduction in hours because too many people applied for time off". This was a complete garbage statement (as are many of their official "reasonings"), and was due, in many people's thoughts, to the company firing people who "under-performed" to the company's unreasonable production expectations, or to the huge turnover being experienced because of people being fed up by the constant pressures of overtime and/or how the company evaluates employee performance (of which the metrics are ridiculous, invite error, and don't produce the desired results). In closing of my edict of this company, I will also say that any reviews written on here that were made before the near end of 2015 should be ignored. The company has been "restructuring" how it does business with regards to employee performance, employee hiring, employee hours, and basically anything else that is important to prospective employees. These restructurings are not in employees best interests either, so take anything you're told by a recruiter or Prime's management with a grain of salt, and have a backup plan if you choose to accept. It isn't the fact that these things "are" about the company that makes it so bad, it's the principle of how they go about it. Good luck to all!

The cult of personality combined with HR's incestuous relationship with executive management created a no-win situation for most of us who were trying to improve process and move critical projects forward. Emphasis was on how well an employee was liked by a member of the sr leadership team. Multiple managers/directors/sr. directors forced out through questionable HR maneuvers. Tendency to abide by leadership wishes instead of following legally accepted HR practices. Few opportunities for advancement. The hypocrisy displayed by sr management regarding their expectations for moral and ethical judgement was astounding. I witnessed many sr leaders demonstrate immature behavior more fitting for a high school clique, sometimes to the extent that deadlines were missed or projects thwarted just so that the leader in question could have his/her ego stroked. Lack of updated technology strategies for key functions/projects created chaos and avoidable extreme work loads for many employees. Lack of coordinated, centralized training structure left many employees poorly trained/prepared for contributing to large-scale projects and key initiatives. Then, to meet deadlines for projects promised to the owner/partners, leadership would hire high priced consultants to help employees. If proper training and more thoughtful planning strategies were provided in the first place, the many talented and ambitious employees could have completed projects efficiently without the extra expense of consultants. HR dept was a Stepford Wives-esque, power hungry group that created more problems than they solved. They had a history of recruiting from other companies and then turning on the newly recruited employee because sr leadership didn't like the new hire's personality. There were so many HR employees, they were looking for things to do to justify their existence. CYA stance of so many department leaders made it almost impossible to determine ownership and responsibility for many processes. The overall atmosphere was vicious, competitive and suspicious. Many of us adopted the TRUST NO ONE attitude. Difficult to work as a team when everyone feels like everyone else is a spy. So glad to be away from the toxic atmosphere of Prime.