Indeed reviews

No room for advancement and can be a little frat house-y. If you are out of college, you will make enough so you can support yourself, but if you have a family, you won't make enough unless you move up, which is extremely difficult. There is a reason why lots of new parents have to leave Indeed, which is pretty sad. The 60 call a day rule is good for newbies that are starting out, but senior reps who sell bigger deals should focus on longer conversations, less calls. This is the only company I have ever worked for that has a "one size fits all" approach to how they manage new and senior people. Do not work here if you have a stick up your a**. There is no HR in the San Mateo office for a reason, half of the people there would be fired multiple times over for violations, and I'm including myself here. When I say violations, nobody does anything horrible, but be prepared to hear crazy things come out of people mouths sometimes.

- Limited career growth. ---> Very few management roles open up over the course of a year, as a result, you may see 50-75 internal applicants for a single role. - Many people awarded with management/director roles due to their longevity at the company, not because they are a good fit for the position. ---> Very few quality managers within company. - Managers play "favorites" with direct reports ---> Develop friendships outside of the office, that carry over into the office ---> Lunches select members on the team - Office culture is tolerant of everyone's beliefs, as long as they are liberal beliefs ---> There were managers openly complaining about President Trump's election in team meetings. ---> This creates a negative environment for anyone with conservative/religious beliefs. - People will tell you Indeed has a "work hard/play hard" mentality...except, many people don't work very hard. ---> Lots of in-office distractions; pool table, ping pong, video game area, while not enough quiet work space. - Customers frustrated with lack of true innovation with products. Most products appear to just be ways to charge more for the same type of applicant. ---> It has been several years since there was a true "game changing" innovation. - Changes to bonus structure resulted in significantly less, with no real reasoning as to why the change was made. - Those that question process/decision making are viewed as combative/problems. - Overall, employee satisfaction has been on a downward trend for the last 12-24 months. ---> This is directly observed in the downward trend of their Glassdoor ranking.