The best place I have ever worked. - Systems Developer CARFAX Employee Review

5.0
Nov 14, 2019
Recommend
CEO approval
Business Outlook

Pros

The culture of this company is outstanding. They respect their employees, they make coming to work fun, and they empower and trust their developers. Free Friday lunches, two 20 minute breaks, and an hour and 20 minutes for lunch are unheard of anywhere else in London. Oh yeah, all those breaks are paid too (so you really only work for six hours per day). Friday afternoon (after that delicious free lunch) is for personal/professional development that can be spent learning anything of your choosing. Then you top all that off with monthly celebrations of new employees, after-work company-paid events (like board game night!), parking reimbursement, an all expenses paid orientation trip to HQ in Virginia, and a culture of helping each other out whenever you can. It really doesn't get better than this.

Cons

I get asked this constantly in interviews and am hard pressed to find anything truly bad about the company. The only things myself and my colleagues have been able to come up with are superfluous at best, such as: there's so much free food it's hard not to eat it all, talking to anybody about your job will sound like you're bragging (because it's really that awesome), and a job this good will ultimately ruin any future jobs you will have.

Explore other reviews about CARFAX

5.0
Jun 2, 2026
Recommend
CEO approval
Business Outlook

Pros

Great culture, Cool office, Office snacks, Flexible time-off

Cons

below market pay for most developers, fast turnover of developers

2.0
Apr 4, 2026
Recommend
CEO approval
Business Outlook

Pros

* Talented and hardworking team members across the department. * Opportunities to gain cross-functional experience and exposure to a variety of projects. * Team members are often supportive of one another despite leadership challenges.

Cons

* Project Services leadership operates with a narrow, rigid definition of what a “successful” project manager looks like, and advancement often depends more on alignment with a specific leadership style than actual performance or impact. * Employees with different cognitive or communication styles, including neurodivergent individuals, may find their strengths undervalued, while his or her deviations from the norm are scrutinized. * There is little room for authenticity. Employees may feel pressure to conform to be seen as leadership material. * Even infrequent mistakes can become long-term reputational markers, with limited opportunity for growth or reset. * A noticeable gap exists between positive performance feedback and actual career progression, even for tenured high performers with strong stakeholder feedback. * Managers are not consistently positioned or empowered to advocate effectively for their team members. * Policies, including hybrid/work-from-home expectations, are applied inconsistently, impacting trust and fairness. * Leadership culture can feel cliquey, with visibility and advancement influenced by informal networks rather than transparent criteria.

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