BILL reviews

The new C-Suite leadership is so out of touch. CPO has cleaned house and brought in her own senior leaders from her previous job. There's no career growth for existing BILL employees in Product. Product is thick with VPs, Sr. Directors, Director levels, most of whom are inexperienced. The layoffs seem to have been mostly ICs. Even with all these directors and above, the company seems to have no product direction, no strategy, constant reorgs, and shifting priorities. It's hard to be productive in this environment. You’ll never have enough resources (eng, design, or research folks) for your teams, but will still be asked to meet out of reach KPIs and goals. Leaders will tell you to “be creative” In figuring out how to get it all done. Advice is to stay away. It used to be great, but now it’s a totally different place. The pay is very low compared to other companies and there’s very little to no career growth.

Bill acquired Divvy and ruined the Divvy brand name & culture. Instead of leveraging it, we had the so-called "Divvy name day celebration"- it was the last day for the name Divvy. It's also funny that they acquired this expense management platform that they never make use of themselves- No wonder the leaders still don't know how to use the budgets in the app! The senior leadership can not be trusted, whether you were hired by them or not. They micromanage and they won't trust you unless you are their old friend. Yes, you will see a lot of favouritism in the org, I have seen them hiring someone who had upwards of 50% votes against them for valid reasons- they were hired anyway. The leadership only hires their friends because they do not like to be questioned or challenged. You can take a look at the org structure, it's "Mini paypal" and you will not see anything in terms of diversity as all the leaders are from paypal and they all have the same mindset. This also makes work very hostile for other folks, as they can't share anything with leadership or escalate any issues. Let me also say this loud and clear- all these leaders that are friends with each other were not impacted by the layoffs. They roll out these Employment surveys every 6 months, and ask a bunch of questions about the leadership, company, compensation, etc but they don't really do anything with the results, except for the 1st Employment survey- where they finally took actions and even did a market adjustment for people that were underpaid for over a year. But no actions were taken after the 1st survey (a brand new people leader was hired right before the survey that year). They ask people to work through night, weekends and holidays when needed and they won't even give these employees a token of appreciation in the form of gift cards or additional funds. There are times when people are drowning in work and burning out, the senior leadership is okay with shamelessly asking folks to put in extra hours due to pressure from other teams, but they would say big "NO" for head counts- and when questioned Why-> they have no explanation to it apart from saying finance is not approving it or because the head counts have gone to other bill teams. I have seen the senior leadership giving other teams head counts, product and tool support, only to realize that they ended up over hiring and then moving those people to other teams like toys (Where these folks don't fit in) without asking or discussing with their future reporting managers - leaving the team, the employees and people leaders unhappy. They gave a good severance to people after laying them off. They also made sure that we sign a contract with them first to receive the remaining half of the severance. They advertised it as "people will receive 4 months of pay"- not exactly true (hidden T&C applied). I was supposed to receive some reimbursement after my FNF, and the people team gave me a run for it. A payments and expense management company can't make the reimbursement to a former employee for weeks after multiple follow ups.