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      Deel

      Engaged Employer

      Deel reviews

      4.4

      87% would recommend to a friend

      (1,972 total reviews)
      avatar

      Alex Bouaziz

      92% approve of CEO

      84% positive business outlook

      Ratings by category

      4.6

      Diversity & inclusion

      4.4

      Culture & values

      4.3

      Senior management

      4.3

      Career opportunities

      4.2

      Work/Life balance

      4.2

      Compensation and benefits

      Deel has an employee rating of 4.4 out of 5 stars, based on 1,972 company reviews on Glassdoor which indicates that most employees have an excellent working experience there. The Deel employee rating is in line with the average (within 1 standard deviation) for employers within the Informationstechnologie industry (3.9 stars).

      Ratings by demographic groups

      Reviews by job title

      2K reviews
      1.0
      Jul 7, 2022

      Worst company I've worked for

      Customer support specialist
      Recommend
      CEO approval
      Business Outlook

      Pros

      USD compensation, but not competitive at all.

      Cons

      TONS: - They always wanted you to work extra hours and during weekends. - Worst environment I've ever seen. They don't care about their employees at all. Most of them are contractors, and the employer don't care about making the workspace a sane nor healthy place. Everyone is overwhelmed and violent consequently. - Leaders are not good at all. Most of them show passive-aggressive signs and don't know how to communicate with others. - Low compensation and depends on where you live, so they literally discriminate people depending on where they live. - Fake positive vibes on the all hands, which are one-way conducted by the CEO and Heads. - If you happen to get sick or need to stay in the hospital for life risk reasons, they discount you that time, which pushes you to come back asap in order to be able to keep paying for your health insurance and basic needs. - Documented information is not centralized on a single place. - Ridiculous processes for everything, which are disorganized and not updated. - QA rules among insane metric goals, both impossible to accomplish due to the lack of contact with the reality (e.g. answer questions in 5 mins when they may need hours). - Handling multiple chats at a time. Regular agents take 4 chats at the same time. - Harassment cases vertically. - Promotions without raises. They give you more tasks to handle for the same salary.

      avatar
      Deel Response
      3y
      There is a lot of information to unpack here and I do wish you had felt comfortable to speak with your manager, HR Business Partner, department leader, or me regarding these concerns while you were at Deel. Regarding the work environment, Deel is a start up. We achieved product to market fit most significantly twelve months ago and have been moving fast to grow headcount to keep up with customer demand while also building the foundations of our business and infrastructure to include people programs, information and systems. This also means that not everyone will be successful in this environment because it requires an ownership, hustle, and demand on one's time that sometimes requires working outside of "normal" business hours. I disagree with the comment that we don't care about our people. My team and I were specifically hired to build the People foundations and have been working diligently to do that over the past six months. This takes time to influence, build and scale across 1100 people in 78 countries with 200+ managers and leaders. I appreciate your perspective that it felt like we don't care and I take that very seriously to understand the broader sentiment of our workforce, which we will be doing in a survey this latter half of the year. Our compensation philosophy is to pay based on the country of tax residence of the individual. Many companies are trying to figure this out and it's a great question for candidates to ask companies as well to ensure you understand and are aligned. A localized philosophy like ours means that we look at cost of living, cost of labor, taxes and employer costs, market pay surveys, and candidate salary expectations in each country to build out our pay range and infrastructure. Other companies may pay based on a region or other philosophy. Pay parity in each country is important to us and this means that in the country in which you reside and in your role your peers will be paid within a very narrow range of you in our pay ranges. On the compensation thread, we do increase both base pay as well as stock grants for some job profiles with any promotion. There are many more things mentioned here - communication, knowledge management, and tools - which we are working at speed to solve. Thanks again for your review.
      1.0
      Oct 30, 2024

      Not recommended

      Quality assurance analyst
      Recommend
      CEO approval
      Business Outlook

      Pros

      The marketing and the product.

      Cons

      - Toxic and arrogant leadership not just with employees but also with customers, I observed management use inappropriate language to make fun of customers in business channels. This does not only undermine the professionalism of the workplace but also reflect poorly on their values. - No incentive pay nor bonus for QA, they also do not give you a compensation for double pay if you work during holidays, they say you can only take holiday leave which they rarely approve. - They almost always decline leaves. - Terribly unorganized and stressful work environment. - workload is far too much for the very small QA team they have. - They terminate people and provide no reasons, they hire contractors for this very reason. Do not let the 4.5 star review trick you! They do whatever it takes to take negative reviews down, and they proactively ask and stress their current employees to leave good reviews here. Search deeper on the internet, you will find many negative reviews. Also check LinkedIn, you will find a very high employee turnover, which indicates a severe retention problem.

      1.0
      Feb 1, 2023

      Deel dont deliver on promises. Deel exploit staff and provide a different service for small client accounts. BEWARE

      Account executive
      Recommend
      CEO approval
      Business Outlook

      Pros

      - you can work from home

      Cons

      - misrepresentation of job role and SOPs - 10% LOCKED IN pay rise if you are promoted (offensive) - underpaid in comparison to competition (they do not take experience into account) - Clients are regularly unhappy with the service as Deel misrepresent what they can actually do for clients, as well as staff - CEO is shady, speaks to his staff like they are children, greasy criminal vibes and has employed his friends and family despite their lack of qualifications to perform roles or tasks - Poorly run business with an unsustainable business model. As soon as there is any decent competition, they will fold -Unlimited PTO is that a joke? I feel like I have to beg to get leave approved and requests are regularly rejected

      avatar
      Deel Response
      3y
      We do tell the truth - very transparently. We are a business, yes - so we do want to be profitable, grow, and continue to meet our customer needs today and in the future. We care deeply about our people and our customers, hence why we constantly ask for feedback and direction and try to action as quickly as possible. And as for Kool-Aid, we have many many people internally and across our customers that provide us feedback to the contrary and constructive criticism and we would not survive without it. Regarding your feedback on the role, as you identify as a current team member, please send the People team feedback or your manager on the hiring process. We would love to understand where there have been any miscommunications on role or expectations. Regarding our end of year compensation and promotion cycle as it sounds like you are referencing those compensation programs, we were fortunate enough due to our conservative frugality value to deliver growth in ARR and customer count and become EBITDA positive, which in our current market environment where many of our competitors, customers, and businesses around the world are laying off, we delivered 36% of our eligible people with a compensation increase. We also delivered 78% of Deelers a pay increase in total in 2022. So yes, we make choices as we described in the December Town Hall where we announced our end of year compensation programs, about how to spend our money. Of course, we could always go all in on promotions, but we determined to also impact more people through annual increases to address inflation. Thank you for our feedback for the feedback on our CEO and overall leadership development, and although we disagree we take all perspectives into consideration when looking to advance our internal communications and leadership development programs. If you have issues regarding paid time off or leave, please reach out to the People team to help if you feel your manager is not helping.
      Viewing 31 - 33 of 1,972 Reviews
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