Oct 9, 2014
eBay reviews
4.0
74% would recommend to a friend
Jamie Iannone
81% approve of CEO
65% positive business outlook
Race / Ethnicity
Gender
Sexual orientation
Disability
Parent or family caregiver
Veteran status
3.0
Oct 5, 2014
Be careful who you work directly for
Former employee, more than 3 years
Draper, UT
Recommend
CEO approval
Business Outlook
Pros
The company as a whole has a great culture. They have the right basic ideas for how to manage a large scale call and operation center. There are constantly events and recognition programs that keep the employees engaged and energetic about their jobs. Quarterly bonuses are always good if you do your job, and the benefits and stock purchase program are amazing. Yes, you have to deal with angry customers...but that's true of any call center. They have a lot of on-site perks at the Draper office too...a state of the art gym with free classes (spin/yoga/etc), two basketball courts, half a soccer field, a nicely stocked restaurant, a morning cafe, a game room, and computers allocated for personal use. They do movies in the large theater they built for company events, and provide food/snacks on days they know it'll be very busy (or sometimes just to say "thanks" for doing your job. The soda machines are free (may be a con if you end up drinking too much...lol) You get gifted a lot of swag too, by the end of my time there I never had to wear my own clothes, I always had an ebay shirt to wear! They're also super involved in the community, attending events (or sometimes even having booths) to promote support of the community and growth of the culture. They have an employee recommended grant program that allows employees to nominate what favorite local non-profit ebay gives money to. You can tell they really care about giving back to the communities that their employees are from.
Cons
If you get the wrong manager it can literally kill your career. Many of their supposed policies are really "guidelines" and while HR will make recommendations based on those guidelines, they leave the final decision on any actions to the direct team leader. So if the team lead doesn't mesh with the employee...regardless of how well the employee works...that employee is either dead in the water (you need team lead approval to get off a team) or will eventually be terminated. I watched multiple top performers get transferred to another team lead and suddenly be branded "bad" and either demoted or fired within months. Also, depending on your department different guidelines are interpreted differently. For example, the attendance guidelines in one department apply an "occurrence" for every day missed even with a doctor note for a serious illness. (5 in six months and you're terminated...bad if you get a week long flu) But in another department a week long absence due to a flu would only get you one occurrence. Of course, no one tells you it's different from department to department until they're taking action (write ups/termination/etc) so if you start off in the 1 occurrence department but transfer to the daily occurrence dept you could come back from your illness to a pink slip. They tell you to stay home if you're sick, but you can lose out on the ability to be promoted (or get bonuses) if you actually do stay home since they won't allow those things when you're on write up, and you're written up after three in 6 months (again...really only an issue if you get a serious illness for more than a couple days). They claim to make work-life balance a priority, but their attendance guidelines (as certain departments and/or team leads apply them) don't mesh with that idea.
5.0
Oct 2, 2014
Employer that cares about leadership development
Anonymous employee
Former employee, more than 10 years
San Jose, CA
Recommend
CEO approval
Business Outlook
Pros
Leadership development, work life balance, great people to work with, inspiring purpose, Strong leadership team, stable company, broad benefits, culture that cares
Cons
Upward mobility can be challenging depending on organization, cash comp is better at near by competitors (tech co's), stock flat but good ESPP. Often miss or under value long time employees and therefore even when high potentials, they fail to keep them.
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