Pluspunten
- The product is quite good. It's reasonably competitive in the space, our customers love it, and honestly might be the only reason many people stay. - Decent pay, assuming you negotiated when you started. I know legacy employees and those early in their career are typically underpaid. - Remote work environment and depending on your team manager decent flexibility - Great training around the industry and product particularly for those who are new. The training team is top-notch! - Assuming you have a good manager, there are growth opportunities and they do follow through on IDPs. I know that's not the case for all departments. - There are a couple of new female leaders in upper management that I have hope can bring some positive change. - If you are considering joining understand what department you are joining. There are a few gems throughout the organization with managers that protect their employees from the toxicity and give them great work-life balance but those are far and few between.
Minpunten
- Extremely high turnover. In 2021 alone, if you stayed longer than 6 months you were considered a veteran. I've worked in tech for many years so know turnover happens but not at this rate. Even at the upper management level if someone is competent they're usually gone in less than 12 months. The story being sold to candidates is that we are rapidly growing which is why everyone is so new. - Effort is being put in by HR to change certain cultures but the effort and progress are VERY slow. It’s like they make 1 step forward and then 2 steps back. For instance, the employee feedback surveys happen, people are honest and everyone seems shocked. Then months pass, nothing happens until the cycle repeats itself. - If someone is too vocal and wants to make a change they are fired or pushed out. This is particularly true at the higher levels. Thus employees do not feel they can speak freely so most honest conversations happen outside of the workplace. For instance, once a negative glassdoor review is posted there is usually a witch hunt to find out who it was (even if they have left). This is followed by internal campaigns to get people to post positive reviews. Look at the reviews on here and you’ll see a pattern. -Upper management is toxic. They are constantly backstabbing, and rarely have their team's back. The legacy culture filled with sexism and racism isn’t condemned and thus is left to continue. HR complaints have been filed but rarely action taken to correct the situation. - Most managers are spreadsheet managers, not people managers. There is no formal training to help improve this. What really sucks is the narcissistic behavior of particular individuals impacts everyone who reports to them. - I will echo what another reviewer wrote on here by saying "SLT recently sent out a company-wide communication of how they need to drink in order to close a deal, and how in China they work longer hours than the West! Essentially they are promoting a drinking culture and to work 24 hours a day." How this company-wide message didn't get taken down is shocking. It’s sadly just one example of this sort of mentality being promoted. - Work-life balance for some teams is an extreme struggle. Those departments with a high turnover for instance are in a continuous cycle of people quitting and the workload becoming more and more unmanageable. - Internally collaboration is more difficult than it needs to be. For teams like the marketing and product teams, their turnover has been so high that they can’t seem to produce the collateral we need to do our job well. - Revenue targets are pulled out of thin air and are completely unrealistic. Then when those targets are not hit we’re told we’re not working hard enough. - Finally, the weekly huddles. Thankfully these have improved and are now bi-weekly and the entire company comes together for updates (this is good). However, between the gratitude sessions, cringy motivational speakers, montages of the East team calling their moms to tell them they love them… it’s not appropriate for a company that employees more than 10 people. It is a bi-weekly remember that this company has so much growing left to do in terms of what a culture of a billion-dollar company should look and feel like. - My advice for someone considering working here: Please know what you’re getting yourself into and ask lots of questions in the interview process. Progress has been made since I first joined but not definitely not enough to keep me here.
