TouchTunes reviews

- Being private-equity owned by investors focused on short-term exit can weigh heavily on staff morale, given the constant emphasis on trimming costs and optimizing valuation, though this is normal for any company undergoing disruption - Historically, the company has focused on B2B marketing to venues and operators, so there has been less focus on consumer brand, which can be frustrating for Marketing and anyone focused on driving external partnerships or conversations, though there are real strides being made here recently - Recent merger and dual company / product structure sometimes creates air of distrust and rivalry. As integration continue to play itself out, I'd expect a stronger sense of alignment and overall unity

- Some of their core products are built on top of outdated and painful-to-learn technologies like Google Web Toolkit.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.