Konrad Group reviews

Kids leading kids. This leads to a lack of new knowledge or managers without experience. Ultimately, the kids they hire become the kids that lead. Many of your seniors or managers started their first job at KG. Mentorship and training is weak. Everyone is "figuring it out together". This is charming but is also a safety net of an answer when something doesn't work. This can be resolved by improving your own resources to hiring competent seniors within departments, with new knowledge to bring to the company. - No clear structure in career advancement. No education budgets available. No clear idea on how to advance into senior roles (usually just on the whim of the managers and your impressions on upper management). This is due to the inexperienced nature of the company. This can be resolved by hiring a proper HR department to help each department outline clear means of evolving their employees, instead of letting each department/team figure it out themselves. - No work from home, unpaid lunch, 9-5:30. If you can't handle 40hr/wk of being constantly surrounded by loud people, talking, or even the low-lit basement-like Dev area, then too bad cause that's the only place you're allowed to do work in. This can be resolved by reaching out to companies with successful social environments that implement WFH policies, and learning to understand how it works. - You are a resource and upper management will never recognize your efforts. Direct management is great and will try their best to help you grow but their hands are also tied. Prepare for the chance to be stuck on work you never signed up for because upper management planned poorly. Also be prepared to never be acknowledged by upper management. This can be resolved by having empathy. - Favoritism in projects. You have to network your way onto worthwhile projects within the company. These worthwhile projects are important because that's the only opportunity you have to learn. This can be resolved by trusting the employees you hire.

No HR, which makes it nearly impossible to communicate real issues or feedback without going directly to the top. Directors and VPs have no power to actually issue change or innovate the org. Employees need to schedule their own performance reviews, which often end up being months late. Raises are laughable; you get the sense that Founders just want to “knight” certain people for optics. No flexibility on remote work or working hours - which isn’t ideal for those who have commitments outside of the organization. Working hours are 9-6 pm (usually later). Constructive dismissal seems to be a growing trend for higher earners and senior people. They tend to secretly usher these people out the door without communicating to teams or clients — feels disrespectful to employees who have contributed to the org for a number of years. Founders have created a closed door dynamic. Zero transparency about the direction of the business and overall goals. Top heavy micro-managing as a result, and people aren’t empowered to do their jobs or manage teams. Culture is pretty bro-heavy and attractive to only those who appreciate beer, ping pong, games, and parties. As a female, I could care less about these things. What about professional development (outside of BrainStation), gym membership/wellness programs, extended mat leave/top up, separating PTO from sick days, employee events that don't revolve around booze/pong/games, etc.