Sinking ship. Stay away - werkgeversreview Lead Data Consultant bij Redkite

Firstly, thank you for sharing your feedback, I appreciate you taking the time to consider what you enjoy about working at Redkite and, equally, your thoughts on how we can evolve and continually improve Redkite to better support our entire team. If you have any further feedback or wish to discuss anything further, please reach out to your People Point of Contact (PPOC) or me directly (henry@redkite.com). Taking each of your points in turn, I was really pleased to see that our flexible work policy was something that you valued. We have worked hard to ensure we continually remain a business that addresses the needs of each individual and see our flexible work policy as one of the key levers to ensure this. In the same way, we saw our work from home budget as a way to ensure that people could create the right environment that suits the way they like to work and helps them enjoy signing on each day. As a hyper-growth business, I am going to be the first to admit that we haven’t always gotten things right. I have always felt strongly that we should strive to approach each member of our team as an individual. That includes open conversations about all of the benefits they value as part of a remuneration package that works for them and their needs. Over the years this has looked like investment into certifications and training, funded mentorship programmes, annual bonuses, specific salaries and many other combinations that give our teams what they need to feel they are well compensated for what they bring to the table. As with any business that grows from 30 people to 300 in four years, we have learned a lot about what works and what doesn’t and through deliberate feedback gathering and external advisory we have taken strides to establish a view of what people love and maybe don’t love about our approach. As such, we are launching a refreshed approach to pay to ensure that it continues to be a fair, transparent and sustainable model. In the meantime, if you are unclear how your salary was set - please refer to our Reward & Recognition internal notion page or speak with your PPOC. We will always listen to any concerns and consider any factors we may not have been aware of – and we are committed to making adjustments as and when needed. In relation to our share option scheme, I would like to clarify that we have clear, consistent principles in place in terms of share allocation - which considers tenure at Redkite and role family. If you feel that there may have been an issue with your allocation, please do reach out to a member of our people team directly. Your disappointment around the discretionary bonus is understandable and a decision I and the rest of the Managing Directors did not take lightly. We had a duty to stick to the principles under which the bonus is offered, despite that meaning an upsetting outcome for our team. I hope some of the above addresses some of your observations, for anything else, again, please always feel free to reach out to our people team or to me directly. Henry