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private:panoramaed
|
https://www.glassdoor.com?employer_id=743946
|
Mar 1st, 2024 12:00AM
|
Open
|
Open
|
Panorama Education
|
|
|
|
Going downhill
|
|
Great benefits, fully remote and normally a positive environment
|
Promising company that will sell you on a job. Once in just be prepared to settle. If your lucky to get a pay increase its LESS less than 3% (really helpful with inflation at 9%), no bonuses anymore and your evaluation, well HR has stated no one is to get above a 3 no matter how good they are. They don't want to give 4 or 5 so you can't use it later for a raise. While not giving current employees well deserving and needed pay raises they are still hiring. So more employees is more important to them than taking care of the ones that have already put in the work.
|
-1.0
|
NEGATIVE
|
-1.0
|
NEGATIVE
|
-1.0
|
DISAPPROVE
|
0.0
|
2.0
|
3.0
|
4.0
|
1.0
|
2.0
|
1.0
|
2.0
|
743946
|
Open
|
Take care of current employees first before hiring new ones! 2yrs without pay raises should equal a complete stop in hiring
|
0.0
|
[]
|
REGULAR
|
No
|
Yes
|
|
4.0
|
Open
|
|
|
Mar 3rd, 2024 07:28AM
|
Mar 3rd, 2024 07:28AM
|
Panorama Education
|
|
|
|
private:panoramaed
|
https://www.glassdoor.com?employer_id=743946
|
Feb 16th, 2024 12:00AM
|
Open
|
Open
|
Panorama Education
|
Addetto Vendite
|
Rome
|
|
Esperienza lavoritiva
|
|
Crescita lavorativa all'interno dell'azienda
Supporto colleghi
|
Manca di buoni pasto aziendali per part time
|
1.0
|
POSITIVE
|
-1.0
|
NEGATIVE
|
1.0
|
APPROVE
|
0.0
|
4.0
|
3.0
|
3.0
|
3.0
|
3.0
|
3.0
|
3.0
|
743946
|
Open
|
|
0.0
|
[]
|
PART_TIME
|
No
|
No
|
|
1.0
|
Open
|
|
|
Feb 28th, 2024 03:55AM
|
Feb 28th, 2024 03:55AM
|
Panorama Education
|
|
|
|
private:panoramaed
|
https://www.glassdoor.com?employer_id=743946
|
Jan 6th, 2024 12:00AM
|
Open
|
Open
|
Panorama Education
|
Project Manager
|
Boston, MA
|
|
Teamwork Centered
|
|
It’s a very welcoming environment at Panorama. Those that I’ve worked with are always happy to help with questions and very thoughtful in how to approach any situation. Awareness is big here in terms of customer svc given externally and internally. Happy I work here
|
Keeping on top of changes can be challenging
|
1.0
|
POSITIVE
|
1.0
|
POSITIVE
|
1.0
|
APPROVE
|
0.0
|
5.0
|
5.0
|
5.0
|
4.0
|
5.0
|
5.0
|
5.0
|
743946
|
Open
|
Continue keeping employees abreast of changes. As a remote first company this can be challenging. I think you’re doing a great job!
|
0.0
|
[]
|
REGULAR
|
No
|
Yes
|
|
4.0
|
Open
|
|
|
Jan 9th, 2024 06:14AM
|
Jan 9th, 2024 06:14AM
|
Panorama Education
|
|
|
|
private:panoramaed
|
https://www.glassdoor.com?employer_id=743946
|
Dec 17th, 2023 12:00AM
|
Open
|
Open
|
Panorama Education
|
Project Manager
|
|
|
Good Mission, Overworks Costumer Facing Teams
|
|
The product (SEL surveys) is a great value-add for school districts. Remote work is nice, some flexibility, and the technology to work from home is great.
|
If on customer impact, there is very little balm for work life balance. Busy season is projected to be the fall but due to customer flexibility, projects run year long and effectively remain for the entirety of the year. Scope of product impact is limited due to regional nuance and pressure from local communities to conflate SEL with CRES, which makes the work feel stifled at times. Not enough consistency in SLA and policies/processes to minimize custom requests, which then makes everything feel urgent. Company says they value DEIB and postures as such with employee engagement groups but more performative than anything.
|
-1.0
|
NEGATIVE
|
-1.0
|
NEGATIVE
|
0.0
|
NO_OPINION
|
0.0
|
3.0
|
1.0
|
1.0
|
1.0
|
2.0
|
1.0
|
1.0
|
743946
|
Open
|
|
0.0
|
[]
|
REGULAR
|
No
|
No
|
|
0.0
|
Open
|
|
|
Dec 19th, 2023 05:46AM
|
Dec 19th, 2023 05:46AM
|
Panorama Education
|
|
|
|
private:panoramaed
|
https://www.glassdoor.com?employer_id=743946
|
Aug 29th, 2023 12:00AM
|
Open
|
Open
|
Panorama Education
|
Talent Acquisition Coordinator
|
Boston, MA
|
|
Great job with great experience
|
|
-fully remote -great benefits -great pay -fast paced, plenty to learn on the job -friendly team members
|
-hired too much too fast, lead to layoffs that were disappointing -not enough structured direction
|
|
|
|
|
|
|
0.0
|
4.0
|
4.0
|
4.0
|
3.0
|
4.0
|
3.0
|
2.0
|
743946
|
Open
|
|
0.0
|
[]
|
REGULAR
|
No
|
No
|
|
2.0
|
Open
|
|
|
Aug 30th, 2023 11:09AM
|
Aug 30th, 2023 11:09AM
|
Panorama Education
|
|
|
|
private:panoramaed
|
https://www.glassdoor.com?employer_id=743946
|
Aug 23rd, 2023 12:00AM
|
Open
|
Open
|
Panorama Education
|
|
|
|
Losing sight of strong cultural values
|
|
Many individual contributors at Panorama have compassion and love for their teammates and for the mission of the organization. Compensation and benefits have historically been strong, although may be shifting downward given budgetary concerns.
|
Panorama's culture, primarily driven by its senior leadership, is losing sight of the core values that made it a fulfilling place to work. The values which set Panorama apart are shifting toward traditional corporate values and industry standards, and messaging and decisions feel performative at best and toxic at worst. A number of strategic missteps led to the layoff of 20% of the organization in July 2023. Communication from senior leadership was underwhelming. Layoffs were shrouded in secrecy, true accountability for the missteps which led to them was rare, empathy for those affected was low, and the messaging felt manufactured and disingenuous. This has been the pattern for a number of communications regarding new performance evaluation systems, changes to career advancement, and DEIB initiatives. While the organization holds a value of "Care About People," this value is less apparent in the face of top-down decision making, limited accountability from leaders, lack of transparency, and low humility and empathy. This drives mistrust and creates gaps between employees, eroding the positive culture and creating the foundation for a more toxic and competitive space. Panorama claims to have DEIB at heart, but its initiatives often feel performative. The recent actions of senior leadership do more to promote division and exclusivity than to bring its people together. A prime example of this was the sudden disbanding of working groups meant to discuss compensation transparency and equity. Instead of promoting DEIB, this action was disempowering for many employees who had come to value these working groups as a unique space to share their voice. Perhaps the best example of this culture shift in action is the 4-star Glassdoor review posted on 8/18, which labels current staff as "out of touch," shames critics as being entitled and against Panorama's mission, and suggests these employees do not belong. This kind of mentality, from a long-term employee who likely has significant sway in the organization, is disappointing. The Panorama of old, in line with its DEIB value, would have promoted a more inclusive and compassionate message which would accept the realities of business while appreciating the concerns of employees who are living in a historically-challenging time. Sadly, this message is representative of where the organization is trending.
|
-1.0
|
NEGATIVE
|
-1.0
|
NEGATIVE
|
-1.0
|
DISAPPROVE
|
0.0
|
2.0
|
3.0
|
2.0
|
1.0
|
5.0
|
1.0
|
2.0
|
743946
|
Open
|
Panorama does not have to sacrifice its values in order to grow. Either rediscover these values by connecting with employees through empathy, mindfulness, and transparency, or formally shift away from them.
|
0.0
|
[]
|
REGULAR
|
No
|
No
|
|
0.0
|
Open
|
|
|
Aug 24th, 2023 05:25AM
|
Aug 24th, 2023 05:25AM
|
Panorama Education
|
|
|
|
private:panoramaed
|
https://www.glassdoor.com?employer_id=743946
|
Aug 23rd, 2023 12:00AM
|
Open
|
Open
|
Panorama Education
|
Project Manager II
|
|
|
Burned Out and Unfocused
|
|
Remote ICs care a lot about the work that they do and often go above and beyond because they believe in the work they're doing Elevating DEIB topics is normalized and feels safe (except for pay transparency conversations)
|
1. Employees in Middle Management are rewarded w/ promotions + favor for agreeing to unrealistic goals and then pressuring their ICs to meet those goals. They are then gaslit by being told that because the company has "high expectations" this is just business. When ICs don't meet those unrealistic goals due to being overwhelmed and burned out they get dinged in performance reviews which change almost every quarter. 2."High expectations" it seems does not apply to Executive Leadership who are unfocused and chase shiny objects in strategic moves that have wasted thousands of hours and millions in resources for the past 2 years leading to a big layoff. Never mind that areas for cost-reducing product improvements that would have maintained platform competitivity were well-documented product feedback by client-facing teams. 2b. At other companies, when big targets are missed Executives announce pay-cuts for themselves. At Panorama this does not happen, this is while the ICs who "survived" the layoff are fully expected to take on more and more work. This again makes the question of executive pay cuts all the more galling when ICs will now be expected to sacrifice their mental well-being to "deliver ambitious results." 3. FAQ+Q&A forms are incessantly offered by everyone in Leadership but they are almost always structured so that they are tied back to individuals. Which discourages ICs from asking honest questions without fear of being singled out as a "troublemaker." This just exemplifies what everyone senses - that the feedback doesn't really matter. Morale is very low. 3a. It seems like leadership cares more about saving face and maintaining illusions of control to keep their job. This slows down the feedback loop which could be addressing inefficiencies. As has been said before when brave ICs step up with critical questions or feedback, they are gaslit into feeling like they shouldn't have even asked- which shows Growth-Mindset ethos is non-existent among higher-ups. 3b. The decision making of leadership at the company just shows very few people at that echelon of the company understand what made the company great.
|
-1.0
|
NEGATIVE
|
-1.0
|
NEGATIVE
|
-1.0
|
DISAPPROVE
|
0.0
|
3.0
|
3.0
|
2.0
|
2.0
|
3.0
|
1.0
|
2.0
|
743946
|
Open
|
The future success of the company needs to be privileged above holding onto members of senior leadership who have not shown they can help the vision at this stage of the company. Their lack of experience has held the company back from being and doing truly innovative work.
|
0.0
|
[]
|
REGULAR
|
No
|
Yes
|
|
4.0
|
Open
|
|
|
Aug 24th, 2023 05:25AM
|
Aug 24th, 2023 05:25AM
|
Panorama Education
|
|
|
|
private:panoramaed
|
https://www.glassdoor.com?employer_id=743946
|
Aug 21st, 2023 12:00AM
|
Open
|
Open
|
Panorama Education
|
Product Manager
|
New York, NY
|
|
Steep decline in organizational trust and people team practices
|
|
- Fully remote company - Great parental leave benefits - Flexible vacation policy - Working towards a positive mission - Lots of great teammates at the IC level, many who care a lot about improving education and having a positive impact on the world
|
While I first joined Panorama for the great team culture and work environment, over the past year or so at the organization, things have felt like they've taken a dramatic downhill turn. Changes in People Team leadership and HR practices have been completely unresponsive to the team's feedback, limiting opportunities for promotion and compensation increases, and consistently taking steps backwards when it comes to pay equity. Internal efforts by working groups to increase pay transparency and work towards pay equity were shut down by leadership, with no new practices put in place. Promotion and employee review timelines are continually delayed due to "logistical" reasons and the People team is very unresponsive and defensive in their response to questions from employees. This is all in addition to overall low morale, low engagement, and general mistrust in leadership following poor financial planning that resulted in mass layoffs and left many teams with customer commitments and understaffed teams to deliver on them. The senior and executive leadership team are so far removed from the actual day to day work of the team, that their messaging is at best out of touch, and at times feels as far as delusional. While I would have referred folks to Panorama with great excitement just a year ago, I now caution folks to steer clear, as I don't have great confidence in the sustainability of the organization or the culture of the company.
|
-1.0
|
NEGATIVE
|
-1.0
|
NEGATIVE
|
-1.0
|
DISAPPROVE
|
1.0
|
3.0
|
3.0
|
3.0
|
2.0
|
3.0
|
1.0
|
4.0
|
743946
|
Open
|
|
0.0
|
[]
|
REGULAR
|
No
|
Yes
|
|
4.0
|
Open
|
|
|
Aug 22nd, 2023 05:34PM
|
Aug 22nd, 2023 05:34PM
|
Panorama Education
|
|
|
|
private:panoramaed
|
https://www.glassdoor.com?employer_id=743946
|
Aug 18th, 2023 12:00AM
|
Open
|
Open
|
Panorama Education
|
Anonymous
|
Boston, MA
|
|
Company-building is never easy!
|
|
Panorama is an innovative company that has taken real care and intentionality in creating a strong employee experience. But the reality is that company-building can be a wild ride!! I have been here a long time, and I stay in it for the challenges, opportunities, and commitment to our mission / belief in our product. Come here if you want to hard work that matters with smart people. Don't come here if you're looking for a high-structure / high-clarity environment without too many demands on your time and energy.
|
As the economic realities have changed and we are leaving the bubble of pandemic ed tech boom, a lot of staff are out of touch with reality and expect work to feel like their faith community, summer camp, and/or something it's just not going to be. Expectations for compensation and perks feel unrealistic and like a runaway train given the labor market of the last few years in tech. Let's work hard and achieve our mission together, and find something else if you don't want to roll up your sleeves and make things happen for K12 students! No one said it was going to be easy.
|
1.0
|
POSITIVE
|
0.0
|
NEUTRAL
|
1.0
|
APPROVE
|
0.0
|
4.0
|
5.0
|
3.0
|
5.0
|
5.0
|
4.0
|
3.0
|
743946
|
Open
|
Continue to shift from people pleasing / pretzeling around employee preferences and values and define / hold steady on our own. Some talent will stay, some will go (and that's OK).
|
0.0
|
[]
|
REGULAR
|
No
|
Yes
|
|
0.0
|
Open
|
|
|
Aug 19th, 2023 10:27AM
|
Aug 19th, 2023 10:27AM
|
Panorama Education
|
|
|
|
private:panoramaed
|
https://www.glassdoor.com?employer_id=743946
|
Aug 16th, 2023 12:00AM
|
Open
|
Open
|
Panorama Education
|
Content Marketer
|
|
|
Many perks, but precarious future
|
|
Benefits are great (e.g. relatively cheap health insurance, reimbursable gym membership & wifi). Amazing coworkers. Super supportive Slack channels (shout out to #panoparents, #neurodivergent, and #cooking). Access to high-quality tools and programs to make work better. Good work/life balance. Flexible hours & PTO. Excellent family leave.
|
The company can't decide if it's a cool progressive company that values DEIB, or if they want to sell to red states. Marketing constantly receives mixed messages about if we can talk externally about SEL (a term Conservatives link to CRT), equity, and diversity. By trying to please the conservatives AND the liberals, Panorama is doing neither—and alienating its employees in the process. I agree with recent reviewers that it seems the company has taken some strategic and financial missteps. For example: launched a whole new product in summer 2022 but then gave up on marketing it by that fall. Held an expensive retreat in Florida, (which had just been in the news for anti-gay and anti-trans legislation--see above), and then *one month later* announced a hiring freeze. In 2023 they acquired a whole company and then had layoffs soon after.
|
-1.0
|
NEGATIVE
|
-1.0
|
NEGATIVE
|
0.0
|
NO_OPINION
|
1.0
|
3.0
|
5.0
|
3.0
|
3.0
|
4.0
|
1.0
|
3.0
|
743946
|
Open
|
Don't be a hypocrite. Stand up for your values, or change them.
|
0.0
|
[]
|
REGULAR
|
No
|
No
|
|
2.0
|
Open
|
|
|
Aug 17th, 2023 11:45AM
|
Aug 17th, 2023 11:45AM
|
Panorama Education
|
|
|