Deel

Flexibility - The company truly believes that employees should be able to work from anywhere. All employees work from home, which adds a lot of value to your everyday.

Lack of experienced management - Most of the managers/directors I encounter have noticeable little experience in what they are doing. I would say that the barrier to entry has been very low, allowing the headcount to grow exponentially. Of course, this comes with negative consequences. There is a massive lack of mentorship and solid direction, a very critical aspect when the majority of the workforce has only a couple of years of professional experience.

Undefined expectations - I believe this ties to the point above. When you have inexperienced management, the requirements and expectations that come from them tend to be ridiculous. I'm not talking about tight deadlines nor challenging projects (those are everywhere and are part of most jobs). They expect projects to be completed without any outlines, or software to be developed by inexperienced people with virtually no supervision nor support.

Low salaries - While it is great that you can work from anywhere, it also means that the company hires from anywhere. That fuels a race to the bottom when it comes to compensation. The company will aim at giving an average salary depending on where you are from (while trying to lowball you). However, you might be competing with someone else who is willing to do the job for half. Also, once you get in, forget about bonuses or significant salary increases.

Stock package - This portion ties to the compensation but should have its own note. While the very early employees (first ~100) should benefit from their stock options, for the rest, it is not the same. While discussing salaries, this will be a sales point that they will try to hammer down. People who have recently joined should not expect their stock package to make them millionaires. However, they still try to make new people believe so, to lowball their base salary.

Overall, not a great place to learn nor earn.

Figure out how to help your employees. Make sure that there are processes to enforce best practices and ensure you compensate your employees properly, especially the key ones that have been there from the beginning.

Figure out a better hiring process for senior management. They are the key players that grow teams, so if they do not know what they are doing, they will bring (and train) more people who do not know their stuff either.