Box reviews

Cultural Dilution as the Company Matures: While the foundational culture is still present, it has become more diluted in recent years—a natural shift for a company at scale with increasing financial and competitive pressures. What was once a more egalitarian and transparent environment now feels more hierarchical. Uneven Policy Application: Policies—especially around return-to-office—are inconsistently applied. While most employees are held to a strict two-day-per-week in-office policy, VP and C-level leaders are often exempt, with some working fully remote. This inconsistency erodes trust and morale. Leadership Disconnect: Executive visibility and accessibility have declined. Strategic decisions can feel out of sync with the daily experience of employees, and feedback loops aren’t as strong as they once were. Performance & Advancement Tied to Politics: While Box has clear performance review systems, ratings are curved—meaning strong performers may receive lower ratings due to distribution constraints. Advancement and pay increases can be heavily influenced by organizational politics and the advocacy of one’s manager. Remote Work Limits Career Growth: Fully remote employees, regardless of performance, are generally no longer eligible for management advancement or internal mobility opportunities, which can be demotivating and lead to attrition of otherwise high-value talent. Compensation Growth Stagnation: Salary increases, while still present, have slowed in pace and have at times been delayed, which is discouraging for long-tenured or high-performing employees. Unlimited PTO in Practice: The company offers unlimited PTO, but in practice, policies around time off have become more structured, with clear limitations on how much can be taken at once.

Used to be a great place to work. Only a few reps in the US are hitting quota, with the average being terrible. SMB leadership is brutal and the culture has grown to be terrible. Micromanage and fear based type of culture.