Bet NTT wish they had done proper due diligence before buying such a toxic company....
Pros
Company was a cool enough place before the acquisition....... - 5/5 stars for a few of the colleagues - There are some nice folks at WhiteHat - willing to lend a helping hand.- But its hard to find those FEW - People in Customer Success, Sales, SalesOps, Onboarding, are all a joy to work with. - Some pretty cool and interesting customers/logos to work with - CEO is open, has a great personality, knows the industry well, and is passionate about the company. - Good benefits: remote, flexibility, coffee/snacks
Cons
Place is in a mess - Middle mgt are absolutely awful and HR is a complete joke !!! - 1/5 stars for the internal mess - Boy’s club: If you’re not in it, then too bad !!! THIS HAS TO CHANGE - Absolutely no relevant training when you join - You are expected to ‘figure it out’ At the highest level - There is a horrible strategy that any gaps in your knowledge or performance are made know to your peers and this leads to a huge exodus of good people and they don't realise that this should in itself be a big indication of where the problem lies - All middle mgt below the CEO are god awful and an absolute disgrace - Product has lost its market position (Gartner ranking) and no one in mgt can explain why or how this happened - Or much more importantly, what is going to be done to address this, nor did they give any guidance on what the message should be to the market - Either current to prospective customers !!! - Some middle management is horrendous - “overpromise and underdeliver” is their motto. Does not care about you or your career, only cares about how they look in front of higher ups. Says they got your back, but then provides absolutely no help or guidance - Extremely understaffed on some teams - huge roadblock internally and frustration for customers. Management says things are being done but doesn't share what those things are. - Very high turnover - another huge roadblock internally and more frustration for customers - When people you directly work with turnover, you're expected to fill all the gaps with no assistance and no incentive. You basically do 2-3 jobs with the same pay. Then they hire someone new and it's another 4 months before it slows down, then another counterpart churns. It's painful always playing catch up. Advice to Management - Numbers are not everything. Instead of pointing fingers when someone does not hit their goals, maybe take a deeper look at WHY they are not hitting their goals from all angles - Carefully review middle to senior management staff. Due to politics, there are certain people in power that really have absolutely no business being in power. - Middle management is supposed to MANAGE and DIRECT the team/organization. Not do the same thing as everyone else and pretend to be the boss. They are supposed to fix processes, fill the gaps, identify how teams collaborate/communicate. If they’re doing the same thing as everyone else on the team, why are they a manager? They’re also supposed to advocate for their team. Be on our side. Help nurture us and pick us up when we fall. Not shun us and belittle us when we make mistakes. - Take care of your employees more. Reduce internal churn to create a better culture and increase team morale. - There is a reason why people keep leaving or are wanting to leave. Some great people have left and yet the toxic ones are still in power. - Listen to the 'lower' level people in your organization. They are constantly in the frontlines, do all the dirty work anyways, and they have genuinely good ideas that can really improve processes.
