Great place to be if you’re a straight, white, male - werkgeversreview Anonieme werknemer bij Higher Logic

- The actual product is difficult at best. Dated, glitchy, and in some cases, not functional. If you like working in a place where customers are happy and eager to engage with the product, this is not a good fit for you. Complicating the matter, those that have the knowledge and experience to help with these issues have been terminated. Company wide everyone aknowledges the infinite shortcomings, but no one does anything about it. - Compensation is severely lacking. If you happen to be a white male, you might not feel this as much. If you fall into any of the minority groups outside of this heteronormative sterotype of “smartest people in the room”, your salary reflects this lack of whiteness and maleness. If you inquire with HR, they will assure you that you are right in the middle of the industry benchmarked range for those with your title in your area. - No career growth or development. Managers, directors, and senior leaders are all hired from outside. There is no mechanism in which Higher Logic grows individual contributors into leaders; nor do they care that those with historical knowledge of the products and customer base just might be the best fit for the role. On the rare occasion promotions occur from within, they are nearly always males promoted, often over equally or more qualified females. - Diversity is a buzzword. They say they care, but hiring does not reflect this, especially at the highest levels. But don’t worry, if you want a place to commiserate with others on the topic, they’ve built a community just for you! - The culture is often that of a fraternity. If you are male, and a "bro" you have a seat at the table. Sports analogies in the work place are strong. Let's just take this one over the line... - An interesting phenomenon of late, LinkedIn posts have become a place to share organizational changes without sharing them within the organization first. Meeting minutes are seemingly shared as status updates daily, and customers are taking note and asking uncomfortable questions about the future of the business. - Leadership preaches accountability, however this does not ring true for all teams. Many leaders and employees are allowed to skate by without consequence to massive oversights. In practice, the “performance based culture” only applies to certain teams, and those teams are often at the mercy of other teams who are not as motivated by KPIs. - Work life balance is a joke. Meaningless meetings are scheduled 8am - 5 or 6pm, back to back, for on end, leaving no time to actually do the job the “performance based culture” requires. - The Chief Customer Officer position turns over roughly every 10 months creating instability within the customer base, and an intolerable level of change for employees. Each new leader tries to rebuild the wheel and the organization is left spinning.