Engage3 reviews

Thank you for your review and sorry to hear this was your worst working experience. A number of your points we very strongly disagree with. But to be balanced, there are a few points you made that might be a fair criticism of where we were ~5 years ago during your time here. To respond in a constructive manner, I'll respond to each of your call-outs separately so that we can see the distinction. One comment before jumping into the responses: in our recent Gallup-12 surveys, we've seen 4.2/5 folks at Engage3 would recommend working at Engage3 to a family member or friend and that our scores across all of the other dimensions were over 4 as well. We don't, however, take that for granted and appreciate any feedback we're given around what we could do better. Now, on to the specific points that were raised: 1. Why have we not gone under?: due to the high demand for our products and services. We're working with 6 of the largest retailers in the world, 9 of the top 10 convenience retailers in the US, and are continuing to grow due to the high demand for our products and data. 2. Product: we strongly (but respectfully) disagree. We've received independent analyst recognition for the strength of our products for multiple years in a row and enjoy an industry leading customer retention rate. We continue to invest in and improve our products and believe we bring the industry's best solution into the market. We raised our Series D financing in 2021 based on our rapid growth and customer retention rates. 3. Scream the loudest mentality: I actually do agree with you that this was the case ~5 years ago when we were growing and finding our footing. Since then, we've doubled the team size, we've implemented operating processes to keep priorities more focused, and we're constantly focused on improving as every company still has some element of this phenomenon, including Engage3. 4. No management oversight: I am sure there are many cases where this was true ~5 years ago as we had very few people doing many jobs. We've since grown and have multiple layers of escalation across the business both internally and externally. We have a very strong operating leadership and sr. leadership team that we're proud of and will continue developing. 5. No training and high expectations: I agree with you on this point. Certainly, ~5 years ago, we did not have a solid on-boarding process. I would argue that although we have made huge strides here that we still have many opportunities to improve our on-boarding process. The more time and thoughtfulness that we implement into our employee experience, the more productive and happy they will be. We'll continue to iterate until we get this right, particularly given how complex retail pricing and analytics can be. 6. Will be called at 9pm for overviews of different deliverable expectations: work-life balance was certainly not our strength 5 years ago. We've gotten much better about this but still have room for improvement. 7. Days off are not days off: yes, this was a problem ~5 years ago. As we've grown, we now have done a great job of promoting that people take more PTO, leaving people alone during their PTO, promoting minimum PTO times (still working on this!), and having designated redundancy/back-ups so people can know who to go to as needed. 8. CEO / former COO will call and harass why work is not done: I actually do remember this instance. It was a very unusual and uncomfortable call for me to make when I did it and I wish I did not have to do it but the issue was ultimately escalated to me. We had a critical deliverable that many others on the team were staying up late waiting for and the team felt left in the dark. Proactive communication would have prevented this situation from happening. That being said, I didn't realize how frustrating this experience was for you (I thought only of my frustration and the team's frustration at the time in not hearing from you), so I will reflect on this and take this feedback to heart. I'm glad to say that I have not had a similar issue escalated to me in ~5 years now, so that's the good part. 9. Promote people who will belittle you in front of the entire company: we're proud of our managers and how they support their employees/teammates, but we will take the feedback at face value. We're already beginning to invest in more employee and manager trainings and have hired a Chief of Staff to shepherd these initiatives forward with intentionality and pace. I'm always happy to have a conversation directly to hear any other feedback you might have. Thanks again and best of luck in all of your future endeavors. Sincerely, Edris Bemanian, CEO