Sensibill reviews

In the past 5 years, we’ve had several employees move around the company based on their own development desires. We endeavor to support everyone’s career development, but we can’t always provide people with the opportunity that they need. If that’s the case, we support them while they look for their next adventure and in turn, they help us find our next new hire. That’s a win-win in our eyes! To avoid ambiguity about career paths in the future, we’ve set out to define all job roles, career maps, and competency frameworks so that employees have a clear understanding of what’s expected of them, and how they can grow with Sensibill. I hope you stick around to see these initiatives in full force. Finally, we don’t define our company or our culture by its business stage, we define ourselves as an organization on a mission: to build a product that helps give time back to small business owners and freelancers so that they can focus on the things they love, stress free. Further, we define our company by its value system: getting sh*t done with passion, integrity, and excellence. A startup isn’t a culture in and of itself–– it’s a stage of business maturity. We’ve been fortunate enough to transition out of this phase as our client base and employee count grows. 2018 has seen the highest growth in senior talent to date, and hiring experienced leaders has been a strategic priority. On this front, we are confident that your concerns will subside.

Autonomy is a core part of how we work. Individuals are given a mandate and the freedom to achieve a result with the resources and mentorship they need. Do we believe people should be accountable for their actions? Absolutely. Does that mean that we “blame employees for their own mistakes”? Absolutely not. We know that mistakes happen, and that people often learn to be their best selves when overcoming the consequences of a mistake. We make mistakes ourselves as a leadership team and it would be unreasonable to expect that our team never would. Whether this environment works for someone or not is likely a personal preference around their style of working. Regarding prod support, we have a support team that’s dedicated to the 24/7 support that banks expect. However, we do also require our devs to rotate onto the prod support shifts. We pay an on-call amount for this duty and also clarify that this is a requirement in our recruitment process. However, there was a period of time when the number of devs in the rotation was too low and it’s possible that is what this review is referring to. We did recognize this put too heavy of an expectation and it has been resolved. With respect to the allegation of ‘trash-talking’ about a person after their departure, it’s difficult to comment on hearsay. But I can say that as an organization, we believe in treating people with respect and dignity. We have honest conversations with our employees and do try to strike a balance between being forthright and being respectful. We’ve had a number of our former employees come back to celebrate key events with us, which I consider to be a testament to them having felt welcome while here. That said, I don't want to discount the advice in this review about bringing up issues with employees directly. While we do have weekly or biweekly one-on-ones between each employee and their manager, I agree that feedback is an area where we could develop further as a company. This we will take away. Finally, with respect to the allegation of fake reviews having been posted by us; truthfully, we have not.