OpenTable reviews about "training"

Grossly underpaid for the level of technical expertise and vast and varied system knowledge required. The "top down" management style creates more problems than it can solve. Departments do not seem to be educated on what the others departments do. Some departments have no appreciation for the people (ie, look down upon) on the front line at the call center. Certain programs are just broken and need a make over. Only a couple of supervisors have experience with OpenTable, thus leaving the rest unable to support and up-train their team adequately. Likewise, training is provided by a good guy, but who has minimal exposure and experience with the products. The opportunities to excel in new endeavors or roles seem shrouded at best.

The pay. We get paid for customer support when in reality there is a large amount of troubleshooting/tech support. New feelings of being micro-managed are felt across all teams on the floor. We were promised things in training that all employees agreed were promised that now HR and upper management claim were never said. Upper management feels generally unapproachable, clique-y and judgmental. These are common opinions of myself and the workers we have left. We lost about 15 people in a little over a month out of an already small, understaffed support team. And we have at least 15 more actively looking for new employment.

-Training program is still a work-in-progress -Company is new so many policies changing and things not set in stone -Pay isn't great for the amount of skills we are expected to know and knowledge we are expected to have (being paid as customer support, when in reality we are TECH! should be paid for both!)

The company is very cheap. The systems are severely outdated, which creates a lot of manual work. Efficiency is not a priority and never discussed. The common complaints to why the company does not have the basic necessities is "it's not in the budget." I imagine this is because the Priceline Group examines every single penny the company is spending. Growth opportunities and promotions are determined closely linked to how close you are with your manager rather than merit. Despite making repeated cases for a promotion or a growth plan, your manager holds the key to whether you get to move up or have the support to foster growth in your role. This is quite a contradictory vision given that the People & Culture team emphasizes how much employee growth matters, but the team does absolutely nothing to enforce this. The company also needs to invest in mandatory manager training (again - cheap!) to establish some sort of uniformity. A lot of folks have moved into manager or team lead positions who have not managed teams before because of high turnover rates the company experienced in 2014 and 2015. Compensation and benefits are severely below market. My salary is 50%+ higher at my new company for the same role. The company is very far from being competitive from other bay area tech companies.

*Extremely political. The person with the loudest voice usually gets their way *No career progresion or training opportunities *Low pay relative to the bay area

Training is poor and unorganized. Management is lacking in supporting their employees. Never available. Rules/Procedures are made up as we go and are ever changing.