Neo4j reviews

A bit light on a dedicated career path, but alas, the benefits are still good.

The finance team has taken the helm, allotting budgets strictly on a quarterly basis. The running sentiment seems to be, "Meet this quarter's objectives, then we can chat about staffing." Jargon like "get creative" and "investment" are cleverly being repurposed to mean "do more with less" and "we're in the midst of yet another restructure." Whilst there's chatter about launching a Sales President's Club, essential customer-facing roles are struggling to secure the necessary headcount. The after-sales departments are glaringly under-resourced and customers are noticing. Rewarding Sales Reps with trips to resorts while starving other departments is gross negligence. HR, for its part, appears to be either blissfully unaware or casually dismissive of the sinking morale within the EMEA and APAC teams. Their American-centric stance lacks the cultural sensitivity and competitive benefits needed, leaving our international colleagues feeling a bit miffed. Recently, the CEO was asked if the attrition of quality staff was a concern. His one-word response was quite revealing: "No." It smacked of arrogance that wasn't lost on the audience. Management and HR now feels emboldened in deploying "performance management" tactics, a euphemism for clearing out staff without the need for a formal RIF. In addition to preventing employees from selling hard-earned equity on the secondary market (rendering it worthless), there's scant talk of an IPO and management has said it doesn't want to be bought out. As a result, the company will slowly fade into darkness as it suffocates itself through bad prioritization. Well, at least we'll always have Community Edition.