Adyen

I must admit that Adyen has some positive aspects worth mentioning. Firstly, the company is known for its cutting-edge payment technology, which initially attracted me to work there.

Adyen boasts an impressive client portfolio, including some renowned global brands, which creates an aura of prestige.

Sadly, the cons I experienced during my time at Adyen significantly outweighed any potential benefits.

One of the most glaring issues was that recruiting and management outright lied to me about career opportunities at Adyen during the hiring process.

In North America, the only career opportunities are to move into middle management. When I provided this feedback to the recruiter, they started snubbing me when I would see them in person.

On some teams, being in the office is a performance metric. At the same time, the company is still open to hiring remotely or semi-remotely for some teams and roles.

At Adyen, there's more "talking the talk" than "walking the walk".

Another drawback is the lack of effective communication within the organization. Vital information and decision-making are all housed in Amsterdam.

The company's hierarchy in North America stifles innovation and collaboration, with little room for input from employees at lower levels. This top-down approach creates a disengaged workforce, and any feedback regarding this to management is taken personally.

Frankly put, management is bad, and there are too many cooks in the kitchen.

Furthermore, the management in North America often fails to recognize and appreciate the hard work and dedication of its employees. There is a clear lack of transparent performance evaluations and opportunities for growth.

This lack of recognition and limited career advancement prospects contribute to low morale and high employee turnover.

This means at Adyen, careers hinge more on playing politics than being good at your job. People are regularly laid off for their boss not liking them, despite being solid performers.

After two years at Adyen, you need to move on to keep your salary and experience from remaining stagnant.

The office is not a conducive place to get work done. It was so loud that most people just wore headphones all day.

Leadership needs to recognize and reward employees. Implement a comprehensive performance evaluation system that is fair and transparent. Recognize and appreciate the hard work and achievements of employees, providing them with opportunities for growth and advancement within the company.

The current process is broken. The company needs to hire and retain better talent in order to meet its aggressive goals.