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      Angi

      Engaged Employer

      Angi reviews

      4 CEOs in 4 years - Operations Angi Employee Review

      3.0
      Apr 28, 2025
      Operations
      Recommend
      CEO approval
      Business Outlook

      Pros

      Great and smart people to work with, tends to be data-focused and action-oriented with testing, decent work-life balance.

      Cons

      Angi has struggled with a consistent strategy, having gone through a whopping 4 CEOs in just 4 years, each bringing frequent re-orgs and pivoting the company's strategy and direction. The inside motto was that "the only constant at Angi is change" (and not good change). The latest CEO is highly tops-down and seems to go with his gut, with limited input from the broader team. The stock price has tanked and is now 10% of what it was 4 years ago. The product has significant issues — it is very spammy and internally even leaders have joked they wouldn’t recommend it to friends or family. Most of the product team’s time is spent maintaining the system rather than innovating - which can be frustrating and discouraging if you are excited about making change. Pay is below market and RSU refreshes are rare (on top of that stock price has tanked in value). The feedback process lacks transparency. Employees are graded on a scale that then isn’t shared with them, which is out of step with standard practices at other companies. Overall, it's tough to make meaningful change in a company that feels like it's just trying to stay above water and constantly disrupted with re-orgs.

      avatar
      Angi Response
      1y
      Thank you for taking the time to share your experience. We’re glad to hear you found the team to be smart, data driven, and action oriented, those are qualities we deeply value and strive to maintain across the organization. Leadership transitions and organizational shifts are always challenging, and we recognize that Angi has experienced a significant amount of both in recent years. While change is sometimes necessary for growth, it must be guided by clarity and purpose. We acknowledge that this level of transition can be disruptive, and your feedback is a valuable reminder of the importance of aligning our vision with execution and improving transparency around how decisions are made. Your feedback about the product, internal processes, and compensation is also heard. We know there’s work to be done to improve transparency, drive more innovation, and better support our teams with the resources and recognition they deserve. While change is part of any growing company, we’re focused on ensuring it’s the kind that leads to meaningful progress, not just motion. We appreciate your candid insights. Feedback like this helps us reflect and continue improving the employee experience at Angi.

      Explore other reviews about Angi

      2.0
      May 29, 2026
      National account executive
      Recommend
      CEO approval
      Business Outlook

      Pros

      The culture is generally positive, and leadership is accessible. Management is willing to meet with employees and listen to concerns. There are talented people throughout the organization, and the work can be rewarding if you enjoy sales and helping businesses grow.

      Cons

      The biggest challenge is the compensation structure. The company promotes uncapped commissions, but many employees feel earnings are effectively controlled through continually increasing quotas and changing performance targets. Revenue and nominal goals are adjusted so frequently that it can feel like the finish line is always moving. What's particularly frustrating is that the majority of the sales team often struggles to reach 100% of quota, yet goals continue to rise. This creates the perception that compensation expense is being managed through quota increases rather than by allowing top performers to fully benefit from the revenue they generate. Over time, this can discourage high achievers. Employees who consistently perform well are often expected to deliver significantly more results each year just to maintain the same level of compensation. When exceptional performance is met with ever-increasing targets instead of proportionally increasing rewards, motivation suffers.

      2
      avatar
      Angi Response
      2w
      Thank you for taking the time to leave a review. We are glad to hear that you find management accessible and enjoy working alongside the talented individuals across our team. We also hear your concerns regarding our compensation structure and quota adjustments. Our goal is always to balance company growth with fair, motivating, and rewarding compensation for our sales team. Your point about the importance of consistency and transparency in goal-setting is well-taken. Thank you again for helping us identify areas where we can improve.
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