Jellyvision Lab reviews

There was a post-Holiday mass firing in January 2020 and a promise of no further layoffs. There was a sales team layoff later in the year that Execs tried to keep secret. As other reviews noted, these were comprised of individual contributors and some frontline managers. Top-level leaders were given promotions. Voluntary turnover was rapid even during a barren job market in 2020. Many of these folks were tenured and/or high performers. Now that tech hiring is back to or exceeding pre-pandemic levels, people ranging from entry-level roles to the VP group are leaving in droves. Teams are scrambling to reassign responsibilities, then re-reassigning them weeks later when another person leaves. Jellyvision’s lone product stumbled into a goldmine in the mid-2010s when HDHPs started gaining popularity. Companies and brokers latched onto ALEX as a way to drive participation, and JV went into rapid growth mode. Some people rode that wave into very senior roles. It is likely that your entire reporting upline will have little or no leadership experience outside of JV. There is minimal diversity among the group that makes meaningful organizational decisions. Now that the HDHP wave has subsided, ALEX is viewed as an expensive, niche, nice-to-have product. Competitors are growing in number, funding and reach. They’ve developed better-integrated, more holistic solutions at lower price points. ALEX has stayed mostly stagnant with minor, incremental changes. No significant new products or product categories are in sight. Performance standards are applied inconsistently or are wholly lacking. Few managers consistently talk with their reports about performance or development. They can’t or won’t explain what the goals are or how to achieve them. Tenured employees who did well during the boom times remain on a pedestal regardless of ongoing results. The leadership team is highly insular. Anything less than exuberant agreement can be seen as discontentment or dissent. If you’re considering working here in any capacity, I’d encourage you to reach out to former employees and ask them about their experience before taking an offer.

The company is trying to be something it is not...and will never be. Jellyvision is a classic example of a company that should be been sold years ago. The company is floundering by every measure: customers churning in droves, talented employees resigning, senior hires leaving in their first year or sooner, and no product innovation on the horizon. Board of Directors, if you are reading this, you should strongly consider cashing out or cleaning house at the very top. The C-suite has been at the company far too long, and they are not serving the interest of employees, customers, or investors anymore. They're smart people and mean well, but at the current rate, Jellyvision will be out of business in 5 years. After 10 to 20 years with the same company, anyone would be saddled with historical blindspots and would need a new challenge. It's just time. It's not too late to fix Jellyvision, but you'll have to move fast. The company is in free fall.