it support

instructional assistant

solutions manager

admissions manager

managing director

Per Scholas

What is the best part of working at the company?
The compensation is typically at a corporate level, rare for a nonprofit. 

What is the most stressful part about working at the company?
Senior leadership constantly spinning their wheels, changing direction monthly with little to no communication to direct sites. You are held accountable to unspoken/unwritten job duties and expected to over perform by reading minds. Loose plans and strategies do not address gaps that all staff eventually drown and sink into until burnout, quiet quitting or firing occurs. 

What is the work environment and culture like at the company?
EDIB is a string value of the company and their mission reflects such.  This company is a good example of the saying, "easier said than done".  In theory Per Scholas offers this brilliant idea and construct to offer free tech education leading to a bustling life-long career, except only a small percentage actually achieve this American dream.  The staff are consistently reminded of near impossible KPI's, which wouldn't be so impossible, if core gaps were addressed head on at the direct level sites.  Instead, this company prioritizes expansion and is growing rapidly - which means more people are being educated and promised a dream that we are leveling out the high tech workforce demands and that we are powerful source of EDIB in the tech industry.  This is simply not the case.  if  Company is flexible with work to life balance.  This might hold true if there weren't Consistent shifts in direction and in people leadership. There is a high turnover rate- new people entering and old people leaving on a weekly basis. National and local departments are not typically fully staffed and functioning.  Untrained new hires have limited and improper onboarding are still yet expected to fill in management positions at the same rate they were hired at. These same individuals who step up to the plate to be a team player are held accountable for attaining goals of the original position they were hired for and not for the position they were asked to fill in for, leaving there to be a gap in equity, transparency and accountability.   Leadership keeps employees in a square box when they show or discuss any thought leadership and/or problem solving. New ideas are slow to be implemented, if at all acknowledged.   Staff treats learners like young adults or sometimes like children. Admissions is pressured to reach quota so they accept anyone without merit, promoting big dreams and high salaries, which is unlikely, and often a topic of learners frustrations.  Business partnerships outside of staffing firms are bleak and are often dismissed if they don't have the quantity of high paying opportunities in the area.  Professional Development curriculum and delivery lacks engagement and does not equip the learners with fundamental research, writing, networking and reading skills to actively research and apply to unique job listings independently. Majority produce resumes with content, grammar and experience  consistent of a high-school student. Yet with all of these realities and barriers, the company expects staff to over-deliver by educating and placing these folks in high paying positions with companies that don't even want to be their friend. 

What is a typical day like for you at the company?
A typical day at the company consists of commuting, talking alot to many different staff, students, scheduling meetings, teaching, sourcing, building relationships, preparation, soliciting.

Position: Teaching Assistant / Junior Instructor
Location: Per Scholas
Duration: 2 years

Pros:
The most rewarding part of my time at Per Scholas was seeing the progress and success of the students who genuinely put in the effort. Witnessing the impact on their education and career development was fulfilling, even if the organization's overall approach didn’t always seem to prioritize their success.

Cons:
The work environment often lacked clear direction and genuine support from management, which led to a culture where responsibilities were shifted onto those lower down without acknowledgment or reward. Micromanagement was frequent, and decision-making seemed to be based more on appearances than on actual performance or merit.

Career progression was another sore point, as promises regarding promotions and job locations were rarely kept. Bringing concerns to HR felt like an exercise in futility, as their responses often seemed to be more about protecting the status quo than addressing real issues. Any attempt to sidestep this process led to interactions with the "people team," which, despite their cheerful demeanor, didn't quite seem interested in genuine solutions.

While the organization's mission of diversity and inclusion is commendable, it often felt like these principles were more of a convenient slogan than a lived value. In practice, they sometimes seemed to be used as tools to shift focus away from structural issues or to distract from the challenges faced by the staff.

A typical day involved coordinating high-level operations, supporting executive leadership, and managing cross-functional projects. I learned how to lead strategic initiatives, enhance organizational efficiency, and implement scalable systems across departments. Management was supportive and mission-driven, always encouraging professional growth. The workplace culture was inclusive, fast-paced, and collaborative, with a strong focus on impact and equity. The hardest part was balancing competing priorities in a high-growth environment, but that challenge helped me sharpen my project management and decision-making skills. The most enjoyable part was knowing that my work directly contributed to empowering underserved communities through access to tech education.



Per Scholas fails at making sure their additional sites are being managed like their NY office. The culture and leadership varies from site to site. This breeds inconsistency. It is unfortunate that weak or toxic leaders often have big personalities. These leaders might meet high business expectations for a period of time but it comes at a cost. They often do so by overworking good employees not effectively managing bad employees, and always negatively affect the health of the company in the long term. Weak leadership produces a negative company culture that can significantly increase turnover and lower the productivity of an organization. The mission is too powerful to allow good employees to drop off like flies.

My time and experience at Per Scholas was an exceptional learning experience for me, despite the fact that originally I was part of their IT training program and later hired after an internship. It gave me the opportunity to work closely with all levels of the organization from the receptionist, senior management, to the president. The organization is a rewarding place to work as its core mission is helping the underserved community to obtain the necessary training that leads to meaningful employment in the IT sector and has opened doors to many individuals that without the necessary education or training would find it difficult to obtain a good-paying job.

A typical day at work.
I was actually an intern at this place where I learned the receptionist work. How to deal with computers and taking attendance.
My manager was very sweet. she always had rewards for me for doing such a great job at work. Always helped me out in any way she can.
My co workers were also team players. No gossip always got along to help me and each other out.
The hardest day at work was having to many absentees. Gave us lots of work to do.
The enjoyable part was learning new things related to the job.

What is the best part of working at the company?
This is a great place to learn not just career-building skills but Per Scholas provides students with the tools they need to get into the IT support field.

What is the most stressful part about working at the company?
If you are not use to working on a strict schedule or challenged in keeping deadlines, you will not be successful here.

What is the work environment and culture like at the company?
The culture was open and my fellow students were helpful.

What is a typical day like for you at the company?
Learning, reviewing, and learning some more.

I've been working for social good organizations for the past 8 years and finally feel like I have found what I've been searching for with Per Scholas. Not only does it have an authentic and sustainable workforce development model that truly impacts poverty, but it maintains a loving and generous culture in the process. My manager is young, but she is by far the best boss I have ever had with the level of respect and compassion she shows our entire team. I am incredibly grateful to work for this organization.

Working as an intern for Per Scholas has been a great experience. There are many roles to fill and a lot of different things to learn. 

The most enjoyable part of the job is the mission of the organization which is to give an opportunity for career advancement in the technology field. Working closely with students is also a learning experience for myself.

I enjoyed my stay at Platform, both starting as a student and when elected to be an instructor. I enjoyed the most that people cared for the trainees/students that came into the program, looking outwardly and supporting even after the duration of the program.

I humbly thank Platform/Per Scholas for what they did for and offered knowledge I can apply to my future career development.

Top Job Titles	Average Salary
It support 9 salaries reported	$64,116 per year
Instructional assistant 8 salaries reported	$18.00 per hour
Solutions manager 5 salaries reported	$62,500 per year
Admissions manager 1 salary reported	$57,500 per year
Managing director 2 salaries reported	$146,250 per year

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