Glassdoor reviews

Christian honestly had no idea of what we as salespeople did. How much can you appreciate your people if you lack an understanding of their roles? For a company founded on the basis of transparency and that is unique for reviews and ratings, Christian is completely careless to our feedback. On the contrary, I remember when Robert was CEO and would make his way through many parts of the floor when he visited the Chicago office; we all enjoyed listening to some of Robert’s own disco calls that he’d run and record for us, and above all else, it made us feel more united with our leader. I actually recall a time around December when Christian made a (very rare) visit to the Chicago office. A manager from the SMB team put together a presentation on how to connect with CEOs, and Christian was asked to participate as we foolishly thought he could provide some good insight (how dare we think our CEO could offer us feedback and guidance!). To everyone’s surprise, he overwhelmed us with negative comments about how he as a CEO doesn’t like being reached out to and we honestly all left the meeting more discouraged than when it had started. He rushed back into the meeting about 5 minutes after leaving to give us some forced words of encouragement, knowing that he had messed up and trying to put a quick bandaid on it. No one was convinced. Christian, in April 2020 when you thought you were being relatable taking zoom calls in your master closet and garage, when you thought you were being relatable sending in videos of you with your family working from home, you instead should’ve focused your energy on saving your top-performing employees that you would blindside only a few weeks later, or if nothing else, you shouldn’t have lied to us. Thanks for showing us your family, but now we’ve had to face the reality of perhaps not being able to support OUR families during an uncertain time when we were promised that this would not happen. If you still aren’t convinced that he doesn’t value employee feedback, he also mentioned in that same December all hands that he was unsure of his current CEO rating. For any other CEO at literally ANY other company, I’d say that would be surprising but excusable. For a CEO running this very company, the one that is known for its ratings and reviews, the one that says we’re “changing the way people find jobs and companies they love through transparency”… inexcusable.

I walked into Glassdoor bright-eyed and bushy-tailed with big hopes, dreams, and plans. SMB Org has slowly starting to dissolve those ones by one. Although a culturally progressive company, it's like Glassdoor is stuck in a strange managerial, technological and structural timewarp. 1) SMB Leadership- there have been many instances where leadership has failed to step up to provide solutions to problems that highly impact the business and our contributors. In addition to not owning up to mistakes or errors that negatively impacted these teams. Underqualified Managers, questionable behaving Directors and an extreme trend of protected nepotism that is discouraging. I have quickly lost faith in Leaderships' ability to move Sales and Customer Success in a direction that more sustainable for clients and colleagues. Lacking grit, lacking innovation, lacking leadership qualities all in all, smooth talkers deflectors and reframers, unchanged Glint Feedback year after year with regular over-promised and underdelivers. 2) HR- is underqualified and ill-equipped to handle difficult conversations and or make difficult decisions. There have been multiple potential legal situations that have been mishandled or miscommunicated. I question their ability to cultivate an obtain psychological safety. 3) FLUFF- there is a lot of caution around communication and tone. There is also a lot of unmeaningful dialogue that occurs frequently that prevent projects from getting done and initiatives or decisions being made. Too many opinions and to much input is sought and given to be decisive and efficient in a timely manner. 4) Comp- Pay is low all around the board. Pay is not competitive to Tech Industry market standards in the bay area according to Tableau. I am 10k+ under-market and many of my colleagues are much more. Ambiguous performance metrics, more often than not negatively impact comp. I came for the culture and not for the pay... but I'm quickly learning that might have been a big mistake. 5) TURNOVER- Chances of inheriting an unhealthy book and performing extreme measures to "revive" it are high. GD is bleeding clients faster than we can gain them. Also, some need to be prepared to have difficult conversations with your clients about you being the 3rd 4th or 5th rep that they have been introduced to that same calendar year due to individuals leaving the business or lost to internal promotions without transition plans. 6) Lack of resources invested and shared throughout the whole org from SMB-ENT. Also severely understaffed. If any of these are red flags for you as an independent contributor, I would move forward with caution.