Reputation reviews about "ceo"

GTM talent is weak; lacks enterprise SaaS experience Churn and customer retention Constant RIFs disrupt morale

-Weak benefits (no matching 401k, expensive health insurance) -Uncompetitive pay -Little to no recognition -No upward mobility(but always more work and responsibilities) -Hard work and good performance reviews result in more work, not more pay -Top performers and long-time employees are getting poached (due to better pay at competitors) -Executives hire their buddies and ignore others for promotions -Unclear vision (we say one thing then bend to whatever executive leadership, the board, or a customer asks) -High turnover and low average tenure -Continuously moving goalposts (good luck setting achievable goals) -Continuously changing performance review program and laughable performance raises (if any) -Large portion of bonus based on things out of your control -Devolving back into a sell-first, "customer is always right" mentality (desperate for money) -Leadership wants things done fast, cheap, and high-quality but doesn't understand you can't have all three -Leadership and HR talk the talk, but do not walk the walk when it comes to employee satisfaction. No one wants to admit that better pay would have a better effect on morale and satisfaction than any sort of "culture" building would.

The only con I've observed is more general to being at a rapidly growing company- there are elements of project management and process that still need to be built or refined. However, again this is expected and not a bad con to have as many are easily solvable with the right people involved and having too much process can be a bad thing as well.

Lackluster leadership from the marketing team

Only get options when starting. Don't plan on any more because management doesn't seem to understand concept. Understaffed for amount of work but upper management doesn't see it/admit it Tasks to work on can change over night because not enough people so need to work on biggest fire first Code quality questionable in a number of areas, usually b/c rush to implement and/or no/weak reviews Dev "process" haphazard or lax, occasionally worse Performance reviews happen every couple of years when someone somewhere feels like doing it. Any compensation adjustment happens less frequently. Social Security gives better "adjustments". Most recent review time was announced as if it was a novel idea and something new in the world. US attrition has been very high leaving more to do for those remaining. Hiring offshore to try to make up for the loss No 401k matching. But that would be doing something positive for the employees beyond giving free snacks CEO is a sales guy - "engineering? what's that?" - engineering is ignored because sales are what counts Very little mentoring of junior level people HR has improved some because a few terrible ones are gone. With a couple of exceptions I still wouldn't count on them if I had something important

Things have changed, and now it's just not the same company we used to like. They deal with reviews, if you would rather read the 5 stars test data, you should skip this one. 1) H1B workers warning, you NEED to RUN!! 2) Be careful if you have plans to start a family. 3) No Transparency, Fake Hiring. About when Zoom became a thing, they started to get rid of the whole engineer team in Bay Area, and hire more overseas or in Arizona. They're trying to make it less obvious by constantly ask for referral and actively interviewing people in US, and hire none after all the hustle, only exhausting everyone with a lot of interviewing. Then they would not give people proper raise so you would leave by yourself. Recently, they had a layoff, and guess who get fired. 4) Your loyalty is a joke to them. 5) The New CEO and New CTO is good at whipping people with fear. Every once a while, the CTO will re-structure the whole team, simply because he can. He will make cruel and awkward jokes in the meeting taking about he heard someone is not working very hard, and then say "just a joke". Nobody could possibility laugh. Micro-managing. The CTO would join your daily stand up meeting and want to know what you did yesterday, what you are doing today, and what you plan to do tomorrow. 6) Extremely hard onboarding. Not a lot of documentation, people just remember stuff. If you are new, you have to fix and update the environment set up documentation, ping people for information, and remember they are not really hiring, so not a lot people to ping, and you still have to report to CTO/your team, what you did, doing and plan to do every single day. 7) The new office is in San Ramon, somewhere near Livermore, they chose it simply because it's cheap and the CEO lives near by, so as a nobody in the company, you better find yourself a nice podcast while driving. 8) The performance review is soooooo delayed every single year. This year, the performance review is after a mass layoff. I dare you to ask for a raise. 9) They are slowing down/stop to working on major new feature. I guess they are pretty confident about the product and deeply believe no one can create something that would out beat them within years. It's all about stabilizing the platform, and then fire everyone once it's stable enough. Or they are planning to sell the company, since they want the current but not future. 10) Ask you to fix stuff without offering the proper tool. They want bug free platform, but they will turn off log once it's out of quote.

Mostly remote / hybrid. Know this will be a positive for some people, but I am a fan of in person working

The company laid off half the staff right after their PPP loan. Massive hot potato on every project. Immature leadership who do not respect women. The good managers, AE's, and SE's have all quit. Employees bow down to the CEO because they fear him. The Chief Customer Officer does as little as possible.