Deel reviews

Pretty obvious they have a lack of experienced leadership for a company of this size. The director seems to have watched Wolf of Wall Street a few too many times, and is insistent on using veiled threats, constant intimidation and pressure as motivating strategies for the team. Massive lack of respect for the SDR team, with ludicrously high targets that even leadership admits they are difficult to hit. Despite this, they still encourage working overtime, making 100s of calls a day, and questioning your self worth in order to hit these numbers. Micro management is the culture here. They insist on tracking everyone's targets on a day by day, hour by hour basis. The director using threats of "spot checks" to ensuring reps are dialing every second possible. Many people quitting weeks after starting. Perhaps it's due to toxic culture? Seriously, if you are interviewing here, please ask about employee turnover rate. To top that off, they hired Canadians as full time employees with no healthcare benefits to offer. Honestly kind of embarrassing to work for a company that can't even provide the same level of benefits as McDonalds. Culture doesn't seem particularly important. They constantly cite "Deel speed", but you'll quickly realize this is just a way to veil toxic expectations and work life balance for their employees.

Hypergrowth is all that matters to Deel right now. Everything else is an afterthought. This affects the company negatively in a number of ways. Most people will ignore this just because they won't get fired over it, so it doesn't matter in their heads: - Little respect for personal time. They'll call you on a free day if they miscalculated the workload that day. This was a bigger issue before, when we would have 300 cases waiting days to get an answer. After mass hires, we now have days when I can watch movies in between cases because of low volume. Expect lay-offs in the future. - Procedures are a mess, and there are changes nearly every day. Sometimes big ones that take half an hour to go through, and with little to no documentation. This means you're often unsure what to do, when you ask nobody is sure either, and if you make a mistake you get punished for it. - Everyone frequently tries to get around our bad procedures and when management notices, the answer is to turn the behavior into a punishable failure rather than improve the flow. - Our product has a constant stream of bugs, recurring issues with the service that have been there since before I joined, and products / services that are released half-finished or with a lot of limitations, resulting in pissed clients and no way to help them. - "Branding" is not about showing our strengths, but rather pretending it's all perfect and there's nothing wrong. People are punished for even SUGGESTING to a client that there might be something wrong with a part of the product. Honesty is discouraged if you want to help customers. - We keep bringing up compliance as a focus, but the legal team is severely inconsistent in their answers. Also, if you give us a 1-star review in TrustPilot we'll bend the rules and throw you a bone, so you change it to a 5. - Deel localizes payments, which means you'll be paid less for doing the same or a better job if you're in what they consider to be a low-cost country, and will never see a high enough salary if you're based in a higher-cost region because the cheaper hires bring the rates down. - Growth inside the company is an illusion. Us cheaper hires get promoted to save money, so everyone feels like growth is possible, but from a career standpoint you could be getting more money for the same work elsewhere. - As an aside, make sure you negotiate your salary. Most people don't, and many are getting less after a promotion than I was getting before being promoted, even through we're from the same region. - Finally, the hyper growth means investors keep demanding more, unreasonable things, so the job gets harder as time goes on, but your pay stays the same because a higher valuation doesn't mean more wealth for employees. Add the recent mass hires and you bet they'll make the job more strict as they eventually need to scale down.