Toxic culture and leadership. - Implementation Consultant Simpro Employee Review

1.0
Jun 29, 2026
Recommend
CEO approval
Business outlook

Pros

When my Simpro journey started, it was very much an Australian company with a strong Aussie culture and overall great feel-good factor within. Things changed (eroded) culturally when the Aus Execs left and replaced with Execs from the US. This change was the start of a slow decline which is now accelerating into a horribly toxic environment from what I’m hearing. The toxicity within along with the way the customers are supposedly now being treated is extremely sad to hear! I feel for the dedicated staff (with 10-15 years of service) in Australia who have put their life and soul into their jobs, only to be disposed of and replaced by staff in the US with connections to the leadership team.

Cons

Old-school bully-style leadership with a lot of ‘yes-men’ below is obviously how things role in the US, but that culture doesn’t sit well with staff in other areas of the world. Look at the Glassdoor reviews between 17th and 27th June where there’s suddenly a batch of 5-star reviews from current employees (mainly in the US) after a huge volume of negativity from previous employees. Quite clearly a memo has been sent out to the disciples asking (or should I say telling) them to stop the Glassdoor rot (also known as the truth). This says it all, and it’s so sad to see a once great company to work for head in this direction!!

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5.0
Jun 27, 2026
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1
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Simpro Response
2d
We appreciate you taking the time to highlight your experience with us. It is excellent to see our commitment to high performance and strategic clarity translating into a strong daily experience. We value your positive impact on our team and wish you continued fulfillment in your journey with us.
1.0
Jun 29, 2026
Recommend
CEO approval
Business outlook

Pros

Fully remote opportunities for recruiters in the UK and US. I had an exceptional leader who understood talent acquisition, supported the team, and we were making meaningful progress in improving recruiting processes and results.

Cons

After a leadership change, my experience declined significantly. In my opinion, the recruiting function lost strategic direction when it was placed under a sales/account management leader who, based on my experience, had little knowledge of recruitment operations, applicant tracking systems, employment laws, or recruiting best practices. During conversations about hiring, I felt pressured to prioritize a very narrow candidate profile described as “alpha” and “aggressive” young candidates rather than focusing on experience, qualifications, skills, and diversity. I also experienced comments that I understood as discouraging the hiring of African American candidates, which I found deeply concerning and inconsistent with the inclusive hiring principles I believe recruiters are responsible for upholding. As someone with extensive talent acquisition leadership experience, I believe recruiting should be led by professionals who understand employment law, compliance, structured hiring, and equitable talent practices. My experience left me concerned about the direction of the organization and its commitment to fair and compliant hiring.

6
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