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      HiBob

      Engaged Employer

      HiBob reviews

      4.4

      87% would recommend to a friend

      (510 total reviews)
      avatar

      Ronni Zehavi

      96% approve of CEO

      87% positive business outlook

      Ratings by demographic groups

      HiBob has an employee rating of 4.4 out of 5 stars, based on 510 company reviews on Glassdoor which indicates that most employees have an excellent working experience there. The HiBob employee rating is in line with the average (within 1 standard deviation) for employers within the Information Technology industry (3.9 stars).

      Reviews by job title

      510 reviews
      1.0
      Jan 7, 2020

      NIGHTMARE!!!!

      Sales
      Recommend
      CEO approval
      Business Outlook

      Pros

      interesting product, conceptually...weak in reality

      Cons

      they take advantage of employees at every turn. fear mongering, oppressive culture. the product actually has a lot of major flaws they don't tell you about until it's too late because you're already there

      avatar
      HiBob Response
      6y
      I am sorry to learn that you didn’t enjoy your experience at Hibob. I do hope you’ve landed somewhere that’s a better fit for your strengths and interests. I must dispute your claims about the product with data and facts. We have nearly 700 happy clients around the world supporting nearly one-hundred thousand employees. What we do, we do well. We see double-digit negative net-churn amongst our client base which validates the fact that the product not only works, but our clients stay with us because we effectively support their needs as they grow. Your comment about fear mongering and oppression put me at a bit of a loss. I am not aware of a single escalation or complaint that we have in any way tried to manipulate or stir fear in the market, with our people or with our clients through fear mongering. Further to your claim of ‘oppression’, we have never kept any employee against their will or impeded the freedom of our people. As with any employer, Hibob employs at will, and though we have zero tolerance for workplace misconduct, we’ll never restrict anyone from leaving if they find the environment at Hibob doesn’t suit them.
      1.0
      Dec 23, 2019

      Company built on FEAR

      Sales representative
      Recommend
      CEO approval
      Business Outlook

      Pros

      - The other AE's/SDR's who have left and the few that remain. - Health Benefits

      Cons

      I find it interesting that the positive reviews (what few there are) continually use phrases such as "typical growing pains," "typical startup," and/or "lots of challenges but lots of opportunities too." These words are used to mask a systemic problem which consists of high attrition rates, poor communication, lack of any formal processes' (ie - onboarding/offboarding), and a lackluster product (constant bugs in the system). It's NO coincidence that all of the negative reviews have the highest amount of "helpful" votes. Also, notice how poorly written and vague the positive reviews are..."Great place to work but not for everyone" or "Great people who don't afraid to work hard." DON'T AFRAID TO WORK HARD?? I also think it's telling that the CEO is now taking it upon himself to respond to negative reviews. Hibob naively came into the US market thinking they could apply the same methodology that's worked abroad and be successful. Quite the opposite has taken place, quarterly and annual goals have not been met which has led to consistent pointing of fingers from upper management, who all sit in Israel. Marketing has not come within even 25% of their inbound goals for the year and the product team is consistently behind schedule on launching new features and/or addressing major flaws in the system. Internal communication may be the most painstaking process. HQ (based in Tel-Aviv) does not work on Friday's and you're dealing with a 7 hour time difference. This drastically impacts response times, bottlenecks deals, and creates suspicion when we're telling customers/prospects that the US market is our number one priority. Please be aware that no one from the product team, legal team, or finance team sits in the US. If you do happen to find yourself in an interview @ Hibob. I would recommend asking the following questions: *Also, it might be worth asking what the interview process is like. You may be subjected to several interviews with individuals who have no bearing on your day to day and be asked to come in on a whim for a 4th or 5th interview. "What has been your attrition rate since entering the market in November of 2018?" "How is the sales team tracking % to their goal?" "How many new US clients have you brought on board in 2019?" "What is the breakdown of inbound vs outbound leads?" "What is the avg number of demos that sales reps are running each month?" "How many leads should I anticipate receiving month in and month out?" "How much of the workweek is dedicated to prospecting and cold calling/cold emailing?" "How many partnerships/integrations have you created since 2018?" "How many events have you hosted in the US this year?"

      avatar
      HiBob Response
      6y
      Appreciate your input here, and I'm sorry you feel this way. However, I do appreciate some of your comments and objectively disagree on others. My response is long, but addresses a lot of the points you raise. It’s true that the startup world has its share of challenges and the environment is not right for everyone. Successful startup employees are self-motivated and team players. They adapt to necessary changes and also contribute to change for the better. But most of all they expect to be part of the solution, not wait for it. Not defining this well enough at the start of the year led to some mis alignments in hiring. While it has not been easy, we have learned from this and are now with a strong team and understanding of the right fit as we grow our US team in 2020 and prepare for the next level growth of the business. You mention some questions that interviewees should ask - and they are very good suggestions. I encourage the same. Being thorough in the interview ensures a deep understanding and good fit for the employee and employer. You make several claims that I objectively disagree about related to performance, goal achievement and product releases. 2019 was a GREAT year for Hibob - we grew our team by 60%, doubled our revenue and the number of clients we serve, and achieved the revenue targets we published at the start of the year. We launched our US operations, expanded significantly into new parts of EU. We had several major product releases ON TIME including the second generation of our platform. We also raised a significant funding round (A) of $45M (this following extreme diligence by some of the world’s best known tech investors). Our 2 year growth trajectory is putting us on track to achieve “BEST OF” categorization in industry growth benchmarks by Q2 2020. I am proud of the success we have achieved this year - across the globe. I accept your feedback regarding internal communications and note that this is a priority for me and we will improve here. As a global company, location and time difference should benefit our employees and customers. I will put the appropriate attention here so we can address it. Regarding your advice to management, I again have to clarify and correct a few mistruths stated here. We do use the Hibob platform - from PTO, to Kudos (on average 1/day in 2019), timesheets, surveys and onboarding. We heavily use the bob/SLACK integration. What we don’t use bob for internally is compensation and performance reviews but its for security reasons. We’d be at risk of disclosing confidential employee information to any developer on the system. You also state that while we have made employee changes, we haven’t made changes ‘at the top’. It's simply not true. In 2019 we replaced our CFO and VP Customer Success, hired our first CMO and also a VP Sales in the US. I am very proud of the team we have built this year and the changes we have gone through to strengthen our foundation as we enter this next stage of growth.
      3.0
      Dec 23, 2019

      50/50

      Account executive
      Recommend
      CEO approval
      Business Outlook

      Pros

      If you are willing to put in the work, you will see a return. -NYC Team is great. -Ongoing sales training/ coaching. -Sales management in the US is great and willing to work with you on everything. -Agressive compensation structure.

      Cons

      -Lots of growing pains. -CEO can be a roadblock for sales opportunities. -Sr leadership overseas and 7 hours ahead, does not work on fridays. -You need to do everything yourself. Most situations have never happened before so if you do not propose a solution, it may not get done. -Messy Salesforce environment (It's getting much better) -Lack of transparency from Sr management to the NYC office -Look out for no. 1 mentality across the organization.

      avatar
      HiBob Response
      6y
      Thanks for this feedback. It’s balanced and fair. We have had our share of growing pains in the past year - across the board but particularly in launching our first NYC office. Thanks in large part to the strong US Sales leadership we have on the ground, we have learned along the way and made some positive changes and investments (training, management, systems, more) that will help to address many of the challenges we have encountered. There is keen attention to understand the roadblocks for our Sales teams (process, system, more) and heightened focus on addressing these matters ASAP. Transparency at all levels is a key value and priority for me and I take your feedback very seriously - I will look into the concerns you raise and identify where we are lacking so I can close the gap. I am also surprised and disappointed to hear that you feel I am a roadblock in sales scenarios. It’s certainly never my intention. I know you share this feedback with the best of intentions and I would welcome direct 1:1 input from you on where this process is breaking down so it can be fixed. I want nothing but sales success for our AEs and the company.
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