Deel reviews

-Would often see unprofessional/rude comments in slack from managers and senior leadership. Even the smallest errors would be put on blast and multiple ppl called out and publicly shamed. -Didn’t matter how much you already had on your plate, everything was considered an emergency and you would be expected to drop everything to correct something that could be done later. Or multiple ppl would be tagged and distracted from tasks, to fix something one person could easily handle. -No warning or insight given on drastic job changes. We were lucky to get slack post. Often had to find out about changes after making mistake and then being told we did something wrong. -Lack of training or any kind of support for development. As mentioned, job would change with little to no warning, the most you would get is slack post the day of and be expected to perform with 100% accuracy. This was an unrealistic expectation and it was common to make many errors in a day. Over time this led to a lot of frustration with the position and constantly feeling like a failure. -Weekly one on ones with manager were useless and waste of time. They would ask me how I was doing, and call would be done in 30 seconds. There were never discussions about growth or goals and if I ever brought up an issue the response was always along the lines of “try asking someone else” -If you ever brought up an issue on a team call or questioned any announcement from management, you would be outcast. They would constantly ask for feedback but if you were honest you were labelled as a “bad employee” or someone who couldn’t handle “Deel speed” -Performance was purely based off metrics, it didn’t matter if you had an unrealistic workload you had to keep response times within SLA’s. They don’t care if you work 12 hours a day as long as your metrics look good. If you brought up how much you had to do and how it was an unrealistic expectation they would accuse you of not managing your time properly. -Unlimited PTO was not a perk. Work would pile up while you were gone. Felt guilty leaving co-workers because the workload was unreasonable when you were fully staffed, you knew leaving would be putting a crazy amount of pressure on other people. -The focus was always on adding new features to the product and client/employee relations would be left to the wayside. Growth is important but so is stability. Often features would be left behind by the product team and we would be left dealing with 100’s of complaints because something didn’t work or was broken and they refused to fix it because they needed to spend all their time working on the next new feature. It was incredibly frustrating and embarrassing to have to apologize multiple times a day for our product not working the way we had promised. We would constantly follow up to try and have issues resolved and it seemed like endless loop and was rare to ever actually find solution. -Most days struggled with anxiety attacks from the lack of stability and pressure to respond to everything instantly. You develop PTSD from slack and you never know when your going to get put on blast for something or get harassed for answers on a minor error or slip up. Also, the workload was never consistent and you would just have to pray that you would have a reasonable amount of tasks in a day, and that you wouldn’t be bombarded with side projects.

Immature Chaotic Leadership: CPO is disorganized, talks down to people, high-ego and perpetuates unprofessional behaviour. He fails to earn the respect that one would expect from a leader. This applies to the rest of the c-suite as well, many of whom come from Revolut and bring its toxic culture with them. Toxic Work Environment: Individuals may be publicly criticized and shamed on Slack. Minor errors are blown out of proportion and people are penalized. The c-suite is often erratic and issues commands on Slack, showing little respect for employees expertise or allowing them to do their jobs even if they are high-performers. No Autonomy for PMs: Even if you create a great roadmap with data-driven insights, it will not matter until the c-suite gives the green light, which is often based on a whim. Either that or you will have multiple disruptions to the roadmap cause the leadership is not strategic. The best ideas don’t win, politics does Absurd Work-Life Balance: You are expected to work 24/7, not just 365 days a year. If you do not respond on Slack fast enough, management will hassle you on WhatsApp. The Unlimited PTO is not true. Approval for PTO is difficult to come by and often declined or negotiated to fewer days. Product teams are on weekly sprints and engineers are exhausted, but no changes are made. Useless Management: Across all teams, management is ineffective in both coaching and development. Interactions are solely focused on getting work done and lack any intention to coach/develop your team Say what it takes: The company will say whatever it takes to close a deal with clients, whether it be during sales or hiring. Clients often complain about promises that the product does not live up to Disregard for Feedback: The company hides behind its growth as an excuse to dismiss all feedback for change, case in point with the CHRO defensive response with the "not everyone is a fit for Deel" to all negative Glassdoor reviews. There is no indication that management is willing to listen to feedback and make changes. Even the recent Engagement survey was non-anonymous. People wear their jerk badges with pride, showing no self-reflection on their treatment of others or accountability for it. Final Advice: Please take the glass door reviews seriously and don’t be fooled by the company’s flashy success. If you are competent and hard-working, it is recommended that you take your talents elsewhere, where you will be more valued and rewarded. Do not waste your time building a career here at the expense of your mental well-being.