TaskRabbit reviews about "compensation"

- Lack of prioritization; Frequent thrash and "flavor of the week" projects. Double speak around "ruthless prioritization" while simultaneously not being allowed to say no to anything. Priorities shift frequently without clear justification - Double speak about customer-first focus. There's zero actual customer-driven development while we simultaneously state frequently that we "obsess over our clients and taskers." The overwhelming majority of product features are not based in solving customer problems. We're almost exclusively focused on short term gains: increasing margin and/or taking control away from Taskers. - Unclear strategy and vision. Nobody knows why we're doing what we're doing. How do we plan on winning in the marketplace? Where do we want to play? - Blatant politics and favoritism. You are rewarded for knowing the right people, not the impact you actually drive. - Irrational layoffs. Many of the recent layoffs made sense, but many didn't. We are told to deliver the same amount as before with fewer resources. - Frequent Reorgs. There's a reorg almost every year, resulting in additional thrash, lack of consistency, and constant loss of tribal knowledge. - Little accountability or truth-telling. Nobody ever actually says what's really happening in public forums. Everyone is so completely all-consumed by the dystopian corporate rat-race that there's a fake, toxic positivity everywhere. In reality, people are scared, frustrated, directionless, and burnt out. - Compensation is low for SF and NYC

No stock options or competitive compensations.

TR is growly quickly which can cause issues.

- no clear strategic direction despite senior leadership leading you to believe there is one - senior leadership is completely out the loop honestly and making decisions that directors and below honestly wouldn't agree with - despite preaching value of its employees, and empowerment to essentially career hop within the company, they did a layoffs during the holidays without any options of those people to change positions and while still actively hiring people in large amounts - questionable belief in CEO's ability to successfully lead the company

1. **Limited Job Security:** Due to the on-call nature of the work, job security might be a concern as project availability can fluctuate, potentially leading to periods of lower income. 2. Lack of Predictable Schedule: The unpredictable nature of on-call work can make it challenging for employees who prefer a more structured and predictable schedule. 3. Limited Benefits: Some on-call positions may not provide comprehensive benefits such as health insurance, retirement plans, or paid time off, impacting the overall compensation package.

- Like other reviewers, I agree that the strategic direction from the CEO is questionable. I wouldn't be surprised if a change in leadership occurs within the next ~12 months, but nothing has been announced. - Collaboration between the data team and engineering, design, and product is generally poor. The data team leadership micromanages ICs and doesn't allow them enough space to actually do their job. ICs are in constant tension between what's best for their product/business partners and what will make the data team look good to the SLT. - There's been sizeable attrition in some departments over the last 12 months, particularly in product. This has resulted in a large loss of institutional knowledge. Bonuses will be released at the end of October this year, and I expect there will be many more departures then too. That being said, many of the newest product hires seem excellent, and the future seems bright if we can retain them. - Bonus compensation is tied to company-level metrics and takes ~2 months to deliver after the fiscal year ends. Many newer hires were under the impression that their bonus is mostly guaranteed, which is not accurate. One positive of this structure though is that all levels of the company are working towards the same top-level goals. - Career opportunities are mixed. Taskrabbit often hires out manager/director positions, meaning there isn't much opportunity within the company for ICs to grow into leaders. - Compensation is mixed. No equity is available because Taskrabbit is wholly owned by IKEA. Mid-senior ICs comp is slightly below tech expectations (even at similarly-sized companies), but management comp is generally good because they offer more cash/bonus than comparable roles since there's no equity. - There's often a "fire drill of the month" which pulls everyone's attention away from their stated priorities. Sometimes these situations merit the resources they draw, but often times they don't are a result of improperly resourced infrastructure. Data team ICs are almost always the ones most pressured by these occurrences, which means their existing priorities suffer and fall behind

- Might be a little boring if you want to be on "the cutting edge" of web - the app has a decent amount of tech debt, and some parts can be very confusing to understand - you won't get "top tier" compensation, but that should be obvious at the onset - many people have their complaints about the senior leadership, but honestly that doesn't effect me

- This IS a demanding place to work. If you're looking for something easy where you can coast, this might not be the best place for you. If you're looking for a challenge and are willing to put in the work (you have grit, if you will), then I strongly encourage you to apply for one of our open positions!