Reputation reviews about "matching"

-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.

You have either been at Reputation for a few months, or a few years. The more tenured team members seem a bit resistant to some of the changes that are ultimately going to take the company (and opportunities) to the next level, and navigating those waters can be a bit challenging as a new employee coming in. Another downside is the lack of 401(k) matching, but other than that the benefits are great.

Product reliability nightmare - Half-baked releases with inadequate QA created an impossible situation where CSMs were expected to drive adoption of unstable features, causing constant escalations and deteriorating CX, endless damage control, operational chaos, plummeting CSat scores, spiking churn, and ultimately a significant loss of income for CSMs. Operational chaos - Inadequate knowledge transfer from implementation to post-launch, insufficient technical documentation, setting up support & CS teams for failure. Leadership instability and poor transparency - Constant executive turnover, mysterious layoffs with little or no communication about 'reorgs,' creating a culture of fear and uncertainty. Compensation regression - Upsell commission slashed 66%; churn forgiveness policy cancelled; variable comp restructured so heavily in company's favor that one lost customer took away 30% of the CSM's income. Career stagnation - Promotions dragged out for a year with no explanation; supportive managers fired for speaking out to advocate for their employees. Benefits deterioration - Mid-year change to a new health insurance carrier with downgraded coverage caused financial stress and gaps in care; no 401K matching.

As expected, there have been some growing pains as the company expands that can leave some employees overtaxed. It's silly that there isn't any Commuter Benefits/tax designation available. 401(k) matching would be nice as well.

No matching 401k Limited Resources

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

Benefits are good however I'd like to see 401k matching. Communication can sometimes be a problem due to rapid growth but that is somewhat typical for this environment.

- Low pay- no where comparable with other companies offer for similar position - Company lunch subsidy never meets a single meal completely - No 401k matching