NinjaOne reviews

I spent three years at Ninja, and it’s been an odd blend of growth and severe frustration. For the first two years, I was fully invested and genuinely loved my role. But things deteriorated significantly, and the last year became difficult to endure. The majority of managers in the Austin office are exceptional. Truly dedicated, compassionate, and committed to protecting their teams from poor executive-level decisions. I witnessed firsthand how hard they fought for their people, often at personal cost. While the outside hires were fantastic, the only internal hire was promoted through clear favoritism and contributed significantly to a toxic environment. Supporting team members who were being bullied by their manager became an unexpected and emotionally exhausting part of my job. Despite the challenges, my immediate team felt like family. I would gladly work with any of them again. That camaraderie made it even harder to witness their ongoing struggles for fair compensation, respect, and support. Perks like catered meals and frequent happy hours were nice in theory but ultimately felt like shallow attempts to offset a culture of poor treatment. It became routine: a month of unrealistic expectations, gaslighting, and pressure, followed by a social event intended to smooth things over. Speaking up about issues was met with defensiveness, denial, or retaliation. I often left the multiple weekly meetings more frustrated. Promotions are virtually nonexistent for the Austin team, with clear preference shown to the Tampa office. The culture of favoritism was blatant. Those who stayed silent and aligned themselves with leadership were rewarded—with better accounts, more visibility, and even having client churn reassigned. I began my time in leadership’s good graces and understand the appeal of that spotlight. But once I raised concerns about compensation and fairness, I was asked to resign—without a performance improvement plan or clear rationale. Compensation was another major pain point. Pay structure changed frequently with little or no communication, and commission reports were delayed or unavailable for months at a time. I had to build detailed spreadsheets to prove discrepancies in my pay. Even after being underpaid for two months, I received no apology—just a vague acknowledgment and a backdated check. Without persistent self-advocacy, I would not have been compensated fairly. Quotas were set monthly (not quarterly, as is standard in most companies) and often misaligned with account realities, making it difficult to earn more than the already low base pay. When the team voiced concerns about churn and account quality, leadership dismissed them as “sandbagging” and introduced churn rollovers that worsened the situation. KPI expectations were inconsistent and constantly shifting. Every few weeks it felt like we were chasing a new metric, with little transparency or follow-up. The emotional toll of this instability was significant. The "hybrid" policy is misleading. In reality, we were allowed only three remote days per month and were expected to come in whenever leadership visited. We were reclassified from a customer success org to a sales org with no notice. This resulted in higher quotas, less time to support clients effectively, and a push toward short-term sales tactics over long-term relationships. Several former clients reached out to express their disappointment. Benefits were also lacking—there is no 401(k) match, and the "unlimited" PTO policy came with restrictions. Time off was often denied during the last week of each month and over the holidays.

- Goals for individuals and teams are often unclear or hard to meet. - Senior leadership can feel dismissive or disconnected from daily challenges. - Job expectations often exceed what’s listed in the description. - Commission plans change frequently, sometimes with no notice. - Limited communication from executive leadership. - Training lacks depth and doesn’t prepare you for actual day-to-day tasks. - Unfair comparisons to international offices with different standards. - Managers can come across as out of touch with U.S. teams. - Company success' are celebrated, but the benefits rarely reach employees. - Pay appears strong on paper but doesn’t reflect market realities. - Few advancement opportunities unless moving into sales.