Faithlife reviews

I'll use this portion of the GlassDoor review to help applicants understand some things they may not think to ask about during the interview process. There are some policies that hiring managers sometimes fail to mention. I'll list just two of them. #1 - Only managers qualify for insurance coverage for their families and there are only about 20 managers in the company so most people don't get it and many don't know that until after they start. #2 - Insurance doesn't start for at least 3 months (sometimes nearly 4) from the start date. #3 – Negotiate a fair wage because you won’t get a raise for a while Turnover is crazy here. I'll list 4 reasons from my perspective why people leave. There are other reasons but I suspect these are the most common ones. #1 - The lack of decision rights and ownership. Only a few people have it. This is unusual for a company this size and most people need to feel ownership in order to be satisfied with their career. This may be why some of our best talent didn't stick around as long as we would've liked. #2 - The way senior management uses fear and harsh communication to motivate. Trust, empowerment, and respect are much more effective when it comes to motivating people. I don't think senior management even knows how they come across to us but many feel like our jobs are in jeopardy. Instead of motivating us to work harder, this harsh communication style actually motivates us to look for work because we're afraid we may be fired. The communication style here is definitely unusual, unkind, and many of us don't respond well to it. #3 - Constant change causes people to leave. Some of my coworkers have changed roles 4 times in the last 12 months. The company is proud of changes like this and thinks it helps people grow. But few people respond to constant change with excitement. Yes, companies need to be agile in order to survive but change for the sake of change isn't healthy for employees. Imagine moving to the corner of the country for a job only to have that position eliminated in the first quarter, month, or even day (yes, that happened). People choose to uproot their entire lives because of a particular role they were interested in but they aren't given much of a voice when that position or the entire team is eliminated. Sure, the company will find another place for you but it might be something you wouldn't have chosen to relocate for. #4 - Ambiguity is another reason why people leave. Clarity is rare. Tasks are often assigned without enough detail for people to execute them. Some are afraid to ask questions because there is a sense of annoyance and judgment when we ask for help. Applicant, I recommend that you hunt down a handful of former employees (ask around or search for people on LinkedIn) and ask them some specific questions to help you understand if you are the right fit to join Faithlife. Weigh the risks, do your research, ask the right questions, and make a good decision. I hope these things help.

There is a huge disconnect between the publicly stated values of honesty, openness, etc. and what the company culture is, especially between sales/marketing & development. Our sales department was told we had expectations of "ABC" and now we're evaluated for "XYZ", and upper management is unwilling to even speak to us face to face to hear our concerns. There doesn't seem to be a lot of upward mobility here, but I don't think most people last long enough to see that lived out. All of the perks of unlimited vacation and others don't apply really to hourly employees who even have to clock out sometimes to go to meetings held on company property (provided through employee services).