The low-rated reviews say it all. - Anonymous employee ScriptiLabs Employee Review

First of all…thank you very much for your feedback. We will try to address most, if not all, of these topics one at a time. Low Retention Rates In regards to low employee retention rates, I would say that we are on par with most other startup tech companies that are growing organically (without funding). When you are growing a company organically, you strive to get the absolute best talent that you can afford at that time. In the early days, we didn’t have the funds to bring in top talent. Sometimes we got very lucky in that regard and sometimes we flat out struck out. Combine that with the ebb and flow of business in general and sometimes you had to make the tough decision to let some employees go occasionally. Worth mentioning, ScriptiLabs just received its first round of funding and is looking to grow even more in 2015. In regards to low client retention rates, it’s simply not true. Like any business, some clients will come and go. It’s really the nature of the web industry as a whole. Once we build a website for a customer, we don’t hear from them again for awhile. Having said that, we have some clients that have been with us since we acquired the company in 2011 and they would not go anywhere else. Even still, we are constantly trying to provide better customer service to improve those retention rates. This will be a focus for us in 2015. Fake Reviews Everywhere First of all, we love Glass Door. It holds us accountable as a company and the feedback is certainly helping us to improve our screening process for new hires. To ensure the integrity of the feedback, we have implemented a Glass Door policy for on-boarding that requires all new hires to provide us feedback through Glass Door within 30 days of being hired. We make sure that they understand that any “negative” feedback will not be held against them but encourage them to make it constructive. The star ratings don’t matter to us in the least. The feedback does. We will monitor that feedback and strive to improve where we can. In regards fake reviews on Yelp or “any other websites”, we have not attempted to falsely manipulate third party ratings at all. In fact, it’s pretty well known that it’s almost impossible to do this now. We simply make sure that the posting policies for the platform are adhered to and will police that in any way that we can. Keep Your Mouth Shut & There is no Movement and Little Interaction If this was your interpretation, somehow we have failed and we want to apologize. We do everything we can to encourage ideas, changes to improve processes to improve efficiency and to allow people to be their “authentic selves” while they are at work. In terms of micro management, we aren’t even close. We give our employees directives or tasks, and let them get it done. Empty Promises I’ll start by saying that I’m very confused in regards to the timeline indicated in this post. The profile of this poster indicates that he/she worked here less than a year. The post states that we have been trying to get benefits for the last 5 years. Yet, as of the time of this post, we have only been in business for 3 1/2 years. Benefits are extremely important to us. During the initial phase of the company, we made the decision to put more of an emphasis on raising salaries to adequate levels prior to working on benefits. We simply could not do both at the same time and had to choose. Now that we have salaries to where they are more competitive, we are focusing on benefits. We will be offering access to healthcare and will pay 50% of all premiums to all ScriptiLabs employees by Q1 of 2015. No formal way of voicing concerns We think that this is a very valid point and is one that we hope to address in the very near future. Just keep in mind that there are a lot of small companies that don’t have formal HR departments. The reality is that this is a cost center and can only be implemented when the scale of the company justifies it. Special Treatment of Relatives We assure you that we treat our employees the same regardless of whether they are related to ownership or not. Our employees get privileges the longer they are here. If somebody is in a position of leadership, they have earned that position and any privileges associated with that position. Advice to Management 1) The company has gone from $40K in annual revenue in 2011 to almost $1,000,000 in annual revenue in 2014. We are growing at a rate that most companies only wish they could experience. We are doing something right. One of the primary reasons that this company is growing is because we do put a lot of trust in our employees to get their jobs done. You cannot grow at this rate with micro management in place. 2) We listen to anybody that has a complaint or constructive feedback and act on it appropriately. This will not change.