The company is largely Europe-centric, which is understandable given its origins, but U.S. teams can feel overlooked. Communication to U.S. based employees around company events, office expectations, and broader initiatives is often inconsistent, and teams in this region frequently absorb the impact of decisions without sufficient context or support.
Leadership consistency has been a challenge, with noticeable changes at the executive level contributing to shifting priorities and a lack of clear long-term direction. There is also a strong emphasis on executive and senior leadership development, including training and compensation, while investment in growth opportunities for the broader employee population feels limited.
Equity offerings are primarily restricted to certain levels, largely management and executive roles. Expanding equity participation to include non-management and lower-level staff would feel more equitable and better aligned with common practices in the tech industry.
From an operational perspective, some internal functions could benefit from stronger structure and oversight. HR can feel somewhat insular due to long standing working relationships, and there has been a recurring pattern of payroll and ADP related issues that have required cleanup more than once, particularly around U.S. payroll and tax compliance.
