Big product potential - working out the dual location operational kinks - werkgeversreview Anonieme werknemer bij MongoDB

3,0
10 nov 2015
Anonieme werknemer
Aanbevelen
Goedkeuring directeur
Zakelijk vooruitzicht

Pluspunten

Effective, easy to use, low cost open source database. Went to first MongWorld and was clear that MANY customers LOVE the product and are doing powerful things with the database. New York office seemed to have pretty good morale. Think there is potential for a healthy business model, but will just take some time given the nature of open source. Great office locations in Manhattan and downtown Palo Alto.

Minpunten

Dual headquarters (NY & Palo Alto) did not really work. Ended with Palo Alto office being more of a satellite rather than a second HQ. New executive leadership is more traditional enterprise software - will be interesting to see over time how it mixes with the founding open source culture.

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5,0
17 jun 2026
Aanbevelen
Goedkeuring directeur
Zakelijk vooruitzicht

Pluspunten

Smart coworkers, fun projects. At the time it still felt like small enough of a company to know people. It's truly an inflection point of my career to work there.

Minpunten

Not a lot of office perks compared to other big tech companies.

2,0
23 mrt 2026
Anonieme werknemer
Aanbevelen
Goedkeuring directeur
Zakelijk vooruitzicht

Pluspunten

Most benefits are solid, exception being no matching 401K which is kind of insane for tech. Embraces the use of AI for all employees.

Minpunten

MongoDB is extremely dysfunctional from a marketing POV. The functional silos built a culture of no collaboration and just checking boxes of doing the same things over and over again. Leadership at the MLT level is out of their depth for what the business needs out of marketing to grow. There is arrogance encouraged by a bully CMO who has her favorites that can be held to different standards than others and it is abundantly clear. That attitude trickles down into all of MLT and never really offer solutions, just criticisms. Pay is lower than other companies for the same role. Lack of clarity of what it takes to get a promotion. Blatant disregard for Employee Engagement surveys that have been on a decline for years that leadership takes no ownership on improving.

3
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