Texthelp reviews

Since the new CEO (Craig Powell) joined the company in the fall 2024 and the official reorg in Nov, 2024, the environment has been very stressful and disorganized. People were moved away from areas of expertise and reassigned to areas where they did not have the skills needed to be successful. System integration and updates (e.g., Salesforce) have gone poorly and caused a lot of disruptions in day-to-day work. The new North America instance of Salesforce was supposed to be operational in December but wasn't working as needed until at least April. The launch of the instance of Salesforce for the rest of the world was pushed to 2026. In Q1, renewals and bids could not be processed and had to be managed by hand. The CEO drops F-bombs in townhall meetings and speaks disrespectfully of and to his employees. 7 months after the reorganization of the merged companies and there still wasn't a framework or processes for how people were expected to work. People who tried to establish cross-functional processes were ignored or told "we're not ready yet." Communication from people, especially in leadership roles, was sorely lacking. Texthelp has a history of gender-based salary disparities. A lot of the new hires in the last year have been awarded salaries significantly higher than the current employees.

1a. Concern about DEI and Carbon Neutrality is shallow at best. Making observations about how little diversity there is in the workplace will be shut down and responded to defensively. And definitely don't observe how many women were laid off in your 1:1 with HR while you, yourself, are being laid off. 1b. SLT /C-suite will be flown all over the place to "meet and greet" with the low level employees, but won't provide swag to customers in order to "cut down" on the company's carbon footprint. As if mailing swag is the problem. 2. ERG (Employee Resource Groups) are a tick box for the company to tout around to prospective employees. You rarely hear from them, if at all. Don't even dare suggest to them an activity that could alienate customers in less progressive areas if it got out on social media. 3. Performance reviews are a rarity so the only way you'll ever know how you're doing is if you're suddenly put on a PIP. 4. HR scolded me for showing strong emotions during my lay-off. She became defensive and condescending as soon as I provided my feedback about the company since I was not allowed an exit interview. 5. SLT will express understanding in needing transparency with no follow-through. And don't even bother getting your hopes up that this company is different when they request feedback - they will just say things to appease you until you eventually let it go. Honestly, I did enjoy working here at one point, but the mergers, lack of resources, training and general preparedness for company/departmental-wide changes, dismissiveness of concerns and genuine feedback made it difficult to WANT to work here. The only things consistent about this company were its disorganization and thoughtlessness when it came to changes. I'm no fool - this will likely be dismissed by SLT as a disgruntled former employee embellishing, but this isn't for SLT. This is for future prospects and I hope it makes you pause and think before taking a job here.