Fastly reviews

It’s frankly astonishing that a company of this size and tenure is so disorganized and immature. Every day is a madhouse of random initiatives and shifting priorities. There’s no alignment, no planning, no strategy. Every department just pushes their own agenda and relies on delivery teams to execute their “genius ideas” ASAP. Good people are leaving by the dozen while hapless leaders get promoted based on nothing more than their ability to spin B.S. and shift blame to anyone other than themselves. Almost every department is overwhelmingly staffed with “managers” but nobody actually executing the things they’re “managing”. A handful of people at the bottom are the only employees producing a damn thing and of course they’re getting the smallest piece of the pie. At the end of the day it’s a company full of “ideas” people with no work actually getting done. Nepotism is rampant, execs don’t want to hear any criticism, and real money and resources go to the most pointless and extravagant workplace events and swag. How about just giving raises to the people actually doing their jobs? Or firing the worthless “managers” that suck headcount budgets dry.

- Compensation is really low compared to other tech, even Bay Area salaries were low, there is no bonus and lots of comp is tied to RSUs which means your total comp took a big hit, on top of low base salary, if you joined in 2020 when stock was soaring - 401k match is only 1000/yr - despite what I think is a real value for DEI, the company isn’t doing a good job getting diverse representation into all departments and definitely not leadership roles. As a company that had half of its workforce remote prior to covid, you can pull candidates from every corner of the US, racial diversity shouldn’t continue to be a challenge, especially in non-technical roles - too many soft goals and deliverables, seems like output or accomplished tasks are the measuring stick, not impact or results - saw lots of people leave due to lack of career progression - so many immature processes and teams for a company at this stage, this immaturity is further exacerbated by managers who want to “shield and protect” their teams from “overwork”, meaning they completely absolve their reports from doing their job and allow people to disregard certain responsibilities - not really clear about what the company is trying to become and how we want to position ourselves - we were re-branding ourselves as an edge cloud platform and security company at the same time, which is it? And as an employee, I barely understood what we meant by calling ourselves an edge cloud platform, how can our customers understand what we mean when we don’t? there are a lot of voices trying to shape the narrative of edge computing right now, refine our story so we can break through the noise