LinkedIn reviews

Remote employers are at disadvantage. Growth is limited, you’d have to take on more work than just your job, meaning take other jobs (leads in ERGs or product champions) to grow and will not pay you more for that, you’ will need to work way more hours than you “have” to. They feel they are inventing the wheel and will push you to your limits when clients don’t put much effort in their talent needs. Layoffs have become more and more common. Doesn’t matter if you are a top performer, you will be laid off. Don’t overwork! It’s not valued.

The hiring process was misleading, with several promises that were either inaccurate or completely false. The talent/learning org is best avoided. The company culture felt inauthentic and forced, with a prevalent lack of genuineness among employees. UK leadership across all divisions is subpar, characterised by a lack of decision-making ability and management expertise. Favoritism is rampant, with preferential treatment given to friends in account assignments. New hires are often burdened with poorly managed accounts, dissatisfied customers, and unrealistic targets compared to tenured representatives. Performance improvement plans (PIPs) or probation extensions are common, often due to managers' failure to provide adequate support and their refusal to take responsibility. The PIP metrics are unattainable for most representatives, yet they are still expected to meet them. HR consistently sides with managers, disregarding employee concerns. High turnover is a constant, but the company relies on its brand to attract a steady stream of new hires. The term "Enterprise Accounts" at LinkedIn is misleading, as these accounts do not align with the industry standard for enterprise level. DEI initiatives feel forced and unnatural, leading to feelings of imposter syndrome among employees from ethnic backgrounds.