Pluspunten
- Work-life balance in tech org is generally good - Most people are nice to work with - Very strong and profitable business
Minpunten
- Leadership team is extremely poor quality both tech leadership as well as the company leadership. Priorities change often. Every year company has a new strategy and more often than not, the company leadership keeps on talking about strategy with no substance. There are orgs which have frequent re-orgs and it disrupts employee's everyday life. Leadership team does not even recognize this as an issue. Basically company runs as a dictatorial regime, where CEO pulls strings and the whole company executes against his plans. Very top-down culture and usually feedback given to senior management is ignored. - Compensation: IPSY's compensation is subpar compared to similar bay area tech companies. (forget top tech companies like FB, Google, etc.) They generally pay below market 20%. No performance multipliers applied to bonus although promised during offer. Very poor stock based compensation. Initial grants are very poor, much less than what FAANG could offer. - Benefits: Benefits are okay compared to beauty firms but not fair compared to tech firms. No 401k match, No wellness reimbursement, No phone reimbursement despite on-call rotations, Poor office equipments (no ergonomics), No lunch, dinner and the list goes on. Was promised in 2018 and 2019 cultural survey that they would introduce 401k match however it is not here yet. Very poor HR leadership imo. - Poor Hiring: IPSY seems to only hire new grads in engineering. Since their compensation structure is outdated, eng teams struggle a lot in finding senior talent. It is not hard to find teams within ipsy which are very junior with one or zero senior level talent. - Lack of engineering culture: If you're someone from big tech firm, there is a strong emphasis on the eng culture and best practices. IPSY has no engineering culture. There are frequent outages and teams have no sense of accountability. Engineers are not encouraged to share their work widely and often good work is not recognized. Engineering leadership needs drastic change and there is an urgent need to bring in people who have actual experience running large engineering orgs. Because of these issues, there is a very high turnover in engineering org and all the good engineers are either leaving or have already left.
