UserTesting reviews about "hr"

Extreme pressure to hit targets. They celebrate employees with MULTIPLE HR cases against them, extreme cases of favouritism verging on misogyny at times, constant stress that you'll get sacked in another cut.

Sadly, this executive team has no vision. In the want to be public, they abandoned their values, the culture and the reasons why people came to work. The tight group of friends at the top have created the perfect "emperor has no clothes" scenario -- no one wants to tell Andy that he needs to do more, think big thoughts and drive performance. He's sheltered by his team and blind to the failures of his direct reports. If any exec left, would they actually be noticed as being gone? Sales team is bloated, overpaid and not tasked with actually performing except in tiny increments. Is there anyone in Marketing? From the lack publicity about the company or the product, I think this is an opportunity for cost savings. If anyone is there, they can be let go and save the money. Engineering creates products that they find cool and the market doesn't ask for. The HR management team all left after the IPO and no one seems to care as the culture completely erodes.

The company has gone through multiple rounds of layoffs over the years, creating a constant sense of instability. Communication from HR and the executive team has been opaque, and there’s no clear strategy or real innovation taking place. Decisions often seem reactive rather than part of a long-term vision. The shares given during the merger had a "fair market value" of 0 dollars. And they just buy them from you when you leave or got laid off.

This place is a sinking ship and a revolving door for sales reps. I must've seen at least a dozen sales reps come and go in less than a few months. The amount of turnover they have is insane and obvious on LinkedIn (at least 12 people have left), but I took a gamble because of the high base pay they offered me as a SDR. It is something I regret so much because no one is hitting quota here and the market seems to be shrinking. The training here is non-existent and your success will come down to your ability to lie to customers and your ability to do it at mass scale. Everything that was told to me during the interview was a lie. This is as boiler room as it gets with plenty of characters to play the parts. The office environment is awkward and unprofessional. It is run like a frat house. If you're a female, you'll get hit on here often and then realize it's because HR is non existent. There is no reason to work here. Stay away!

Every now and then work/life balance can be a challenge

-Meeting heavy culture -Poor Planning Company-Wide -Directors are expected to do a lot of heavy lifting that is VP level -Innovation isn't valued from teams that aren't in product -Problems stemming from poor executive leadership, which has lead to poor planning and resource management (V2MOM) pre and post IPO, which is now creating low employee morale across marketing, sales, product, systems, and engineering. The culture is super meeting heavy and because the executive team is slow to make changes and allergic to basic process like requiring all employees to add agendas to meetings and using one project management system to operationalize the V2MOM, there is a snowball effect.

SOMEHOW what I told HR during my exit interview got back to me via another employee who was told by ANOTHER employee.

Managers are close friends, previous coworkers, or related so be very careful about giving feedback. Promotions are given to favorites. There is very high turnover and they do not put people on a plan or provide any warnings. Territories are not equally distributed. While I was there I saw two people get fired and a manager's friend/family member was given the role. It is extremely clickish. They didn't have HR at my time there and I wish I reported a few people for inappropriate comments and behavior.

Company politics are a factor in just about any workplace, but so few organizations are as strictly governed by them as UserTesting. While upper management is comprised of only a handful of individuals, they've established a precedent in which feedback is appreciated (but only the 'right' kind), advancement is possible (but only if you're a relative or a buddy of theirs), and employees can distinguish themselves (but only through unreasonably long hours). The c-suite's reluctance to promote from within the company remains prevalent throughout the workplace. In the few instances where opportunities do arise they are almost immediately gifted to the manager's favorite worker rather than the one who was most qualified. This issue would be less relevant if the compensation were adequate, if bonus work was rewarded, and if growth opportunities were present - however given that the average workweek ranges anywhere between 50-70 hours (6am calls and weekend hours included) and that the salary is barely livable, the whole politics-pill becomes a bit too hard to swallow. It also should be noted, to the merit of UserTesting, that hostility within the company is greatly discouraged. However if the issue pertains to a manager's misconduct or abuse of power, then HR is entirely unresponsive, if not occasionally duplicitous in their approach. This brings me to the issue of trust: at UserTesting, the rift between management and employees only grows as bottom-up feedback becomes irrelevant (ironic for a feedback driven business model). This results in very little communication between the various departments, (both to one another and internally) and sadly makes any change a slow and tedious process.