At PlanRadar, we thrive on pushing boundaries and challenging the status quo. We are incredibly proud of what we’ve achieved, and this inspires us to strive for new solutions, methods and ideas. Our culture is results-oriented and inclusive, recognizing that diverse perspectives contribute to making PlanRadar an exceptional company to work for.
Putting our customers at the centre of everything we do, we continuously learn to walk in their shoes.
The result?
Well, that’s often more than we ever thought possible.
#PlanRadarLife
PlanRadar is a digital platform for documentation, task management and communication in construction and real estate projects. The platform enables teams to increase quality, cut costs and realise work faster. By improving collaboration and providing access to real-time data, PlanRadar’s easy-to-use platform adds value to every person involved in a building’s lifecycle, with flexible capabilities for all company sizes and processes. Today, PlanRadar serves more than 120,000 users across 65+ countries.
Die folgenden Benefits wurden am häufigsten in den Bewertungen von 85 Mitarbeiter:innen bestätigt.
Mitarbeiter-Events
Gute Verkehrsanbindung
Flexible Arbeitszeiten
Internetnutzung
Homeoffice
Diensthandy
Rabatte
Gesundheits-Maßnahmen
Coaching
Barrierefrei
Kantine
Betriebsarzt
Mitarbeiter-Beteiligung
Betriebliche Altersvorsorge
Essenszulage
Parkplatz
Hund erlaubtPlanRadar promises an inclusive, engaging and exciting place to work. We are inquisitive minds who challenge the status quo, with a drive to change our industry for the better.
Our people matter the most, and we regularly conduct surveys and implement changes to ensure our benefits and the way we work reflects the culture that we promote.
At PlanRadar, we've got a wide range of career fields, and that's why we're on the hunt for all sorts of talents and qualifications.
But here's the common thread: we need people who take their work seriously without taking themselves too seriously. We're all in this together, ready to go beyond our job descriptions. Here's your chance to roll up your sleeves, dive in, and make a real impact.
Hilfreiche Informationen zum Bewerbungsprozess bei PlanRadar.
It all began in Vienna, our headquarters. However, since then, we have expanded our presence worldwide, with offices across the globe. If you're not located in Austria, visit our career page for detailed information about our office locations.
https://www.planradar.com/career
I used to really enjoy working here, especially because my colleagues made the job so great. There was a lot of trust and plenty of room for personal development at the beginning, but things quickly stagnated. Even if you took the initiative yourself, it was made very difficult or complicated to implement.
This used to be the best workplace I’ve had so far. I genuinely believe in the product, my tasks are interesting, my team is great, and collaboration with colleagues is still strong. Until recently, I felt proud to work here.
The monthly (sometimes daily) visits of Vienna’s firefighters are among the most inspiring elements! Thanks to the tireless construction work, I haven’t enjoyed such excitement since kindergarten. What a show!
The product itself is exciting and offers real benefits for customers in many areas. The technical development and innovative strength are strong - there is a lot of potential here.
Great colleagues, supportive low-middle management, some interesting tasks, and a strong sense of collaboration within teams.
I joined because I truly believed in the mission, and I saw in PlanRadar a place full of potential. But after joining, I’ve been surprised and quite concerned by the huge disconnect between what’s publicly promoted and what actually happens internally. There were, and there are still some incredibly talented people in the company, but many of them are either leaving or slowly giving up.
Micromanagement is deeply rooted. Trust is low, and everything runs on constant follow-ups. Environment is ...
Was aktuell wirklich Sorgen macht, ist die Richtung, in die sich das Unternehmen entwickelt. Entscheidungen kommen plötzlich, sehr rigide und ohne echten Dialog, das wirkt wenig durchdacht. Die aktuelle Policy fühlt sich für viele so an, als würde bewusst Druck aufgebaut, damit Leute freiwillig gehen und man sich Kündigungen spart. Das Problem dabei ist, dass man komplett die Kontrolle darüber verliert, wer geht und wer bleibt. Es werden nicht gezielt Rollen oder Teams strategisch angepasst, sondern es gehen vor allem ...
Das Gehalt und die Gehaltsentwicklung stellen einen klaren Schwachpunkt dar. Die Vergütung liegt im Marktvergleich eher im unteren Bereich, und reale Anpassungen an Inflation, Leistung oder steigende Verantwortung erfolgen nur sehr eingeschränkt. In Kombination mit dem Wegfall der Flexibilität verliert das Gesamtpaket deutlich an Attraktivität.
Besorgniserregend ist auch die aktuelle strategische Ausrichtung des Unternehmens. Entscheidungen werden sehr kurzfristig, starr und ohne echten Austausch mit den Mitarbeitenden getroffen. Dadurch entsteht der Eindruck, dass wichtige Maßnahmen wenig durchdacht sind und kaum Rücksicht ...
I noticed that many of the latest positive reviews read very similarly and sound almost too perfect, as if they come from a different reality than the one I’ve been experiencing day to day.
In my experience, working here has changed quite a bit over the last couple of years. What once felt energizing has started to feel increasingly exhausting to me, especially with the way management seems to interpret their own company values.
It felt like “Achieve the impossible” ...
Der Arbeitgeber wirbt weiterhin auf der Webseite mit flexiblem Arbeiten (HO), wirbt mit Trainings Programmen und wie Mitarbeiterzentriert sie sind. Eingehalten wird davon nichts, sind also alles leere Versprechen. Vielleicht sollte das Unternehmen seine Werte nochmal überdenken oder mal zu seinem Wort stehen. In der großen Mitarbeiterbefragung gaben auch einige an, dass sie sich über eine Unterstützung bei den Öffi Tickets oder über einen Essenszuschuss freuen würden. Wenn das Unternehmen so Mitarbeiterzentriert ist, warum hört es die Wünsche der Mitarbeiter ...
- Revise the Home Office Policy, people are leaving left, right and center! And it's the good people that do, you are simply retaining the low performers that have no other options.
- Don't force people to come into a cold, loud and window-less office!
- Pay people proper wages and don't expect them to do overtime.
- Enable access to proper learning tools.
- Introduce MEANINGFUL benefits. I don't care that there are 5 types of soft drinks, I'd ...
Der am besten bewertete Faktor von PlanRadar ist Kollegenzusammenhalt mit 4,1 Punkten (basierend auf 42 Bewertungen).
Lunchtime is among the best areas where the policy shines. The lack of space in the kitchen and dining area encourages creativity, as employees are invited to enjoy their meals in meeting rooms instead. Paradoxically, those who don’t fit into the dining area are the lucky ones - at least they can see sunshine. Natural light only exists in our long-term memory as our windows have been blocked in the dining area by temporary walls for the past 7 months. ...
Kollegen sind wirklich toll und ein Grund warum man gerne noch hier arbeitet. Wir helfen einander und pflegen trotz bestehender Herausforderungen ein respektvolles Miteinander. Da aber leider viele tolle Kollegen das Unternehmen verlassen, ist es auch hier nur eine Frage der Zeit.
Shared experiences during daily business contribute towards bonding between colleagues. Everyone is aware that things are going south, so people are looking out for each other. Humanity seems to not be a totally lost cause yet.
Der Zusammenhalt unter Kolleg:innen ist gut und stellt einen der positiven Aspekte dar. Unterstützung findet vor allem innerhalb der Teams statt und weniger durch formale Strukturen oder Führungskräfte.
When the colleagues are organising their own meetups instead of forcing everyone to come to the office four times a week, it's actually lovely. Great personalities all around.
Der am schlechtesten bewertete Faktor von PlanRadar ist Kommunikation mit 3,2 Punkten (basierend auf 41 Bewertungen).
Edit: CEO's response to the clear negative feedback about this unfair HO policy is to claim it's a popular decision during an all-hands quarterly meeting. HR people who should be responsible for handling communication are nodding and smiling...There is no employee at this company who'd support this policy change, and we're all left speechless..
Engagement surveys and “employee-centric” messaging feel performative. Employees are repeatedly asked for feedback, only to see major decisions implemented in direct opposition to it. Leadership avoids ...
In between departments and teams, everyone does its best to communicate valuable information so that we successfully deliver our projects. When it comes to the communication from the top management, this was never a strong aspect. The latest news (4-days policy) was delivered in a poor manner, very sudden and without transparency. It was promoted as a way of enhancing the company culture and peer interaction, but in fact it feels like a measure of control and lack of trust ...
The communication surrounding the new work-from-home policy was a disaster and was perceived as lacking credibility. In principle, the company is interested in open communication – be it regarding current work-related topics or the company's overall direction. But generally, communication is mixed and heavily dependent on the skills of the respective department heads and team leads.
Karriere/Weiterbildung wird mit durchschnittlich 3,2 Punkten bewertet (basierend auf 35 Bewertungen).
If you want a promotion, you have to ask your manager, who then works with HR to create a development plan (which can take forever). For some people, this takes up to a year, which I think is a slap in the face as an employee. You see my work every day, and either you appreciate my efforts and see that I deserve a promotion, or you don't. Instead, you're supposed to take on additional projects on top of your ...
Some colleagues left waiting on a development plans, others who get development plans say they are too long (6 months-1 year); there is some room for development in a role but not much. The company pays for different courses for personal development but the employee has to request them. German courses are offered for those who relocate to Vienna.
Apart from impractical training courses, there are few opportunities. Promotion prospects in terms of new positions with new responsibilities are lower than in any large corporation.
Karrierepfade sind unklar und wenig strukturiert. Weiterbildung wirkt nicht strategisch geplant, Entwicklungsmöglichkeiten sind begrenzt oder intransparent.
Praktisch nicht vorhanden. Das Thema wird ab und zu mal angesprochen, aber im Vergleich zu anderen Firmen, gibt es hier nicht wirklich eine Unterstützung.
