TouchTunes reviews

- Some of their core products are built on top of outdated and painful-to-learn technologies like Google Web Toolkit. - I worked for TouchTunes for several years and I know it very well so I can responsibly say this: it is monstrously cheap. - Training is kept to the minimum per employee even though they brag a lot about “investing in ourselves”. - Even the RSP contribution “match” is abysmally miserable. - They never, not ever, give 100% of the promised bonus to the employees. The bonus is supposed to be tied to the employee’s yearly performance review but it isn’t in reality. They just keep making excuses in order to not pay what they should. - Once I got a yearly bonus of $500 (yes, 500) and I had a 4/5 in my performance review that year. - Like most IT companies in town, TouchTunes falls into the pitfall of giving new hires a competitive salary while forgetting about the more senior employees. By doing this they don’t realize (or maybe they do and they don’t do anything about it) that doing so is disrespectful and unfair to the people that have built the tools that sustain the current revenue. So don’t expect to build a long-lasting career there. You will probably have to leave after 2-3 years unless you are ready to accept being grotesquely underpaid. - One more thing about the prior, management has absolutely no problem lying about your current salary. They will, in private, repeat one time after another that what they’re paying you is competitive with the market. - Because the core product is solid things don’t move very fast. Everyone kind of chills a lot and nothing gets done in time. But eventually some work gets done. - Managers don’t really follow up on development plans. They’ll just lay some plan out to get rid of you and they’ll forget about it. - I disagree with the other review regarding promotions. At least when it comes to the tech group, they don’t promote even if it makes perfect sense. They’ll rather hire new people with a lot of experience instead of giving others the chance to step up. - Worst performance review process I’ve seen in my almost two decades old career: - The format of the review keeps changing year after year. - It isn’t based on personal achievements/goals. - Easily biased in many different ways since it is all based about opinions instead of results. - Will easily contain negative observations which you will hear about for the first time in your life when the review is handed over to you. - No free parking. Hard to park around the office. - No chicks. - If you are going to work in the Montreal office and you only speak English do yourself a favour: avoid the office manager at all costs. - As the result of a merger there are two CEOs. Doesn’t make any sense. There’s one of them that’s just some sort of accountant.

- Inadequate compensation. - Excessive pressure. - Nepotism. - The leadership team attempts to foster competition among employees. - A disengaged leadership team and top-down management. - The leadership is resistant to criticism and retaliates by, for instance, denying promotions, or being set up to fail and fired. - The leadership consistently making unrealistic promises to investors, disregarding feedback from developers who highlight the impracticality, results in setting unattainable expectations. Subsequently, blame is placed on developers for failing to meet deadlines. - The leadership has a short-term vision, thereby overlooking the quality of the code produced by developers. They encourage developers to minimize comments on pull requests and prioritize swift merging. - Imposed the RTO against the wishes of everyone, adversely affecting employees' quality of life. - In January, they laid off 4% of employees for economic reasons, yet Shortly thereafter, they acquired a company that sells darts in bars. - Employees are expected to work overtime without compensation, fostering a crunch culture similar to that seen in video game companies.