- Mandatory quarterly shift bid based on tenure
- Strict PTO policies with "group allowance" limitations and adherence penalties
- Becoming a call center operation - very little autonomy
- MICROMANAGEMENT.
- Disorganized and disjointed communication, everyone then blames each other
- Zero forethought given to employee development and little room for growth
- Meaningless "stretch opportunities"
- Prioritization of external hires for open roles over developing internal talent
- Seconding a previous review calling out "fear-based management"
- Culture is not what it used to be, people are tired and unhappy
If you're looking to get a foot in the door at WHOOP by taking a Membership Services role, don't bother.
The department as a whole is almost a separate operation from the rest of the company run by burnt out middle managers who, as a result, are ill-equipped to be compassionate leaders and care more about appeasing shareholders with metrics that prove "on-demand support" claims than they do the wellbeing of their employees.
(The "on-demand" part of it really just means a teleperformance agent in the Philippines will promptly acknowledge a support request before it ever gets escalated to a WHOOP team member. It doesn't mean the support will be particularly helpful or effective - but it's definitely on demand.)
