Parakar 

eu

Bewertungen

To all that are wondering about the reality behind this assessment: please come meet us and find out for yourself!

Please see the above assessment in the context of a disgruntled employee that was requested to leave the company. I won’t bother you with the details why.
An employee that by the way NEVER was a ‘Führungskraft’. The only Führungskraft the company ever had in Germany and that at some stage left for personal reasons, has actually re-joined a bit later!
In fact, this Kununu-page shows the review of no less than 3 -> EX- <- employees, where in the history of the company only 3 employees have ever left, and 2 of those 3 have actually come back!
So much for the reliability of the writer of these reviews.

But now that I have your attention, please give me a chance to explain about our company as we like to see it:

Parakar is a fast-growing scale-up (growing from 20 -> 450+ employees under our care in 5 years time!!?? Growing even faster during COVID!), with a strong focus on control of the quality of service that our business formula is based on.
Presently active in 5 EU countries, and soon opening up in a few more.
Bringing an modern, 21st century global employment focused business concept to market that is quite uncommon in Germany’s archaic, 20th century labour market.
A model that is highly successful but depends on a high process-quality in each and every detail, which actually is the reason for this explosive growth.
So what is written here as ‘control and micromanagement’ is nothing else than a company-wide strive for ‘consistency and quality’ of service levels.
In a domain of outsourced employment services, which is a global domain where Germany is definitely NOT leading the market.

The scale-up character also brings a highly dynamic context, and an often unpredictable workload. Every employee is made aware of that.
Overtime however always can be discussed. And significant contributions to our growth and success are always rewarded.

The company strives to let all employees spend 20% of their time on development. Company- and personal development that is.
So there’s plenty of opportunity for those that express an interest in self-development.
And the company has NEVER refused any employee a training or course they wanted to follow (company-paid), as long as it also made sense for the company too.

Our ‘demographic’ of having mainly young, ambitious post-graduate employees in our teams, is very much caused by our experience that they still have an open mindset. More than the typical ‘experienced/established’ HR-functionary.
And are much more capable of indeed learning and adapting to non-standard business concepts, also in HR and Payroll.

Till recently all employees had a heavy-duty workstation with dual screens in office (because most did not like to carry a laptop from home to office), PLUS a robust, business-quality laptop (brand-new at their onboarding) for at home.
By now, all employees have state-of-the art laptops, with additional portable screens, so they can work with dual- or triple-screens wherever they want.
And every employee that wants it, will have a mobile phone. If they can convince us why they need it.
Because it is our philosophy that in order for employees to function properly, they should not ‘want’ for anything in from a tools- & materials perspective.
Our WeWork offices at Friesenplatz indeed on top of the Bahn station, with free coffee, and even better – free beer - belong to the ‘hippest’ in town.

We support work-from-home in many situations. But just not if it has a negative effect on personal productivity or teamwork, which is key for us.
And everyone is fully equipped with all the tools needed to work from home.

So if you are still interested in Parakar? Or in one of our open positions at https://parakar.eu/about-us/jobs/ ?)
Then don’t let this negatively biased review blur your vision. Come and find out for yourself!

To all that are wondering about the reality behind this assessment: please come meet us and find out for yourself!

Please see the above assessment in the context of a disgruntled employee that was requested to leave the company. I won’t bother you with the details why.
An employee that by the way NEVER was a ‘Führungskraft’. The only Führungskraft the company ever had in Germany and that at some stage left for personal reasons, has actually re-joined a bit later!
In fact, this Kununu-page shows the review of no less than 3 -> EX- <- employees, where in the history of the company only 3 employees have ever left, and 2 of those 3 have actually come back!
So much for the reliability of the writer of these reviews.

But now that I have your attention, please give me a chance to explain about our company as we like to see it:

Parakar is a fast-growing scale-up (growing from 20 -> 450+ employees under our care in 5 years time!!?? Growing even faster during COVID!), with a strong focus on control of the quality of service that our business formula is based on.
Presently active in 5 EU countries, and soon opening up in a few more.
Bringing an modern, 21st century global employment focused business concept to market that is quite uncommon in Germany’s archaic, 20th century labour market.
A model that is highly successful but depends on a high process-quality in each and every detail, which actually is the reason for this explosive growth.
So what is written here as ‘control and micromanagement’ is nothing else than a company-wide strive for ‘consistency and quality’ of service levels.
In a domain of outsourced employment services, which is a global domain where Germany is definitely NOT leading the market.

The scale-up character also brings a highly dynamic context, and an often unpredictable workload. Every employee is made aware of that.
Overtime however always can be discussed. And significant contributions to our growth and success are always rewarded.

The company strives to let all employees spend 20% of their time on development. Company- and personal development that is.
So there’s plenty of opportunity for those that express an interest in self-development.
And the company has NEVER refused any employee a training or course they wanted to follow (company-paid), as long as it also made sense for the company too.

Our ‘demographic’ of having mainly young, ambitious post-graduate employees in our teams, is very much caused by our experience that they still have an open mindset. More than the typical ‘experienced/established’ HR-functionary.
And are much more capable of indeed learning and adapting to non-standard business concepts, also in HR and Payroll.

Till recently all employees had a heavy-duty workstation with dual screens in office (because most did not like to carry a laptop from home to office), PLUS a robust, business-quality laptop (brand-new at their onboarding) for at home.
By now, all employees have state-of-the art laptops, with additional portable screens, so they can work with dual- or triple-screens wherever they want.
And every employee that wants it, will have a mobile phone. If they can convince us why they need it.
Because it is our philosophy that in order for employees to function properly, they should not ‘want’ for anything in from a tools- & materials perspective.
Our WeWork offices at Friesenplatz indeed on top of the Bahn station, with free coffee, and even better – free beer - belong to the ‘hippest’ in town.

We support work-from-home in many situations. But just not if it has a negative effect on personal productivity or teamwork, which is key for us.
And everyone is fully equipped with all the tools needed to work from home.

So if you are still interested in Parakar? Or in one of our open positions at https://parakar.eu/about-us/jobs/ ?)
Then don’t let this negatively biased review blur your vision. Come and find out for yourself!