Deel reviews

This is the most toxic work culture I’ve ever encountered. The company openly celebrates overwork including weekends, public holidays, and 12 hour workdays. There’s an unspoken but enforced expectation to be online 24/7. If you don’t respond within 10 minutes your unavailability will be escalated all the way to the C-level, and you’ll be penalized for it. During the interview process, no one mentioned that you’re expected to share your personal WhatsApp number so you can be contacted at all times. The company won’t provide a work phone or cover any related costs. Benefits are practically nonexistent, though leadership seems to think otherwise. In an all-hands meeting, they had the audacity to present legally mandated vacation days and company laptops as "perks" Leadership is immature, unprofessional and often outright disrespectful. They surround themselves with yes-people, ignore data and team feedback, and frequently create unnecessary, last-minute "emergencies" that kills team plans and priorities. New initiatives are typically driven by opinions and not customer needs or data. And once delivered, these initiatives are often forgotten. But sure, that was an “emergency.” Constructive feedback is not welcome. Any pushback is punished. Leadership isn’t interested in dialogue, they demand obedience.

• Nepotism: CEO’s Friends &Family-Run Culture without skills and meritocracy: A quick LinkedIn search of the Bouaziz surname will reveal how much of a family business Deel actually is. Instead of prioritizing top talent, many leadership roles are given to relatives, creating an environment where meritocracy and skills takes a backseat. • Profit Over People: The company’s primary focus is on making money, often at the expense of both employees and customers. Customer experience and employee well-being seem to be secondary concerns. • Lack of Collaboration: There is very little collaboration within teams. Many colleagues simply ignore messages for days, either because they don’t care or because they aren’t working. However, responses magically appear in public Slack channels where leadership has visibility. • Chaotic Structure & Payroll Mistakes: Deel lacks a structured approach to operations, leading to serious errors. In my case, they miscalculated payroll, resulting in me paying more taxes than necessary and receiving an incorrect salary split (info provided by my tax consultant). • No Real Culture or Vision: Employees are not invested in growing the company or making a meaningful impact on the market. The company’s value proposition and initial mission were promising, but the reality is a far cry from that vision.