Little career progress - werkgeversreview Product Manager bij Expedia Group

1,0
3 mei 2018
Aanbevelen
Goedkeuring directeur
Zakelijk vooruitzicht

Pluspunten

A relatively comfortable environment with lots of great people, being a part of a growing B2B brand and a bigger Expedia brand. There is a good selection of benefits but it is limited to an allowance. You might get a chance to travel to US or UK offices.

Minpunten

Working in a small hierarchical department. There are not many people in the product department but lots of hierarchical layers (leadership teams, team leads, sub-team managers, etc.) each with their own communication channel. Expect to do a lot of admin and operational work (lots of powerpoint ) and be told about it last minute on a regular basis. The teams operate in silos. Each team lead implements their own processes and culture which can be very different from the brand's expectations. There is no continuous investment in growing people and little interest from the management in your career. Most of the employees quietly do their job and plan to move on. Promotions happen quietly and without any explanation to the rest of the team. Some top managers of bigger teams compete with each other for influence.

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5,0
12 feb 2026
Aanbevelen
Goedkeuring directeur
Zakelijk vooruitzicht

Pluspunten

Great people, good culture, great benefits

Minpunten

Tough to reach set goals

2,0
29 mrt 2026
Aanbevelen
Goedkeuring directeur
Zakelijk vooruitzicht

Pluspunten

Constant state of transformation is ripe environment for new hires and functional experts from big name tech companies

Minpunten

Pre-covid the culture was really special. Collaborative, engaging, people-centric, with a unifying mission to enable travel for the world. Since covid there has been a revolving door of executive leadership, and with each round, they throw out the current strategy to try something "new" without building from the current or past successes. Constant change, but no clear vision or strategy of what they are trying to change to. Lack of strategy and low risk tolerance leads to too many priorities with not enough investment to move the needle in anything. Quarterly layoffs, but executed quietly team by team so as not to make news. No psychological safety. Talent strategy since covid is to hire externally over internal promotions to gain "functional expertise" therefore difficult to grow your career. Siloed divisions not working towards common goal. Lacks operating model maturity needed for a company of this size likely do to revolving door of execs and priorities. A cash cow company with an identity crisis trying to be an AI innovator. Build vs buy mentality slows them down. Too many exec pet projects that aren't vetted with proper business cases.

4
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