Outreach reviews

Token DEI efforts; despite laying off the DEI principals, we still advertise that DEI matters to Outreach. Bonuses are not tied to individual performance within the GTM team; Support staff are paid based on the performance of Sales, NOT individual performance, meaning there is effectively zero incentive to excel at one's job. Multiple RIF's within the past 12 months, with minimal, if any communication beforehand. There is absolutely no executive compensation transparency. When asked about whether executive compensation cuts were considered in order to reduce the impact of the latest RIF's, the CEO stated "all possibilities were considered and that this is the best option," rather than disclosing what the C-Suite is making while hundreds of employees are terminated due to the financial shape of the company. Minimal opportunity for advancement, as there is a hiring/promotion freeze (although this doesn't seem to impact EMEA or stop us from opening an office in Mexico City.)

Marketing not producing a lot of inbounds. Pathetic content within sequences, shameful for a company that should be an expert at it. 180 degree changes in strategy multiple times per quarter. A past review mentioned “you get whiplash from so many changes” and it could not be more accurate. You will be asked to drop what you’re doing and “certify” on these changes too, not to worry. Initial pivot to platform sale was a failure and the strategy is to just keep swinging blindly until hopefully some candy pops out. Someone said “good luck guessing how to succeed”…also accurate. you’d expect better from a company this far along in their development, but no, not quite dialed in. Seems HR has an adversarial relationship with employees. Most feedback is ignored, so there is a culture of seeing a short-sighted change in process that clearly makes no sense to anyone and people keeping quiet out of fear of sticking out. You could be asked to do something as futile as trying to squeeze blood from a turnip but you won’t argue because that would be even more useless. Case in point, people take to Glassdoor to vent their frustrations because they are more confident that their voice is heard here than on a team meeting where they would risk inviting ridicule. Culture of fear and gaslighting. As I said, the TA team sources great talent that typically hold themselves accountable, so as an employee you’ll naturally want to take responsibility or ownership over your successes and failures… but it’s hard to do when you read the reviews here and they start to sound like a track on repeat. You’ll think you’re going crazy unless you detach from it. You’re not.