Docusign

I've got to hand it to our PR team. Having someone actively read and respond to Glassdoor reviews is a great way to ensure our ratings are high.

It's unfortunate that that alone is not enough to attract and retain talent. We do have very reasonable work-life balance, somewhat decent career mobility, and it's incredibly difficult to get fired.

So if you are a consistent B player seeking a place with job security, you've come to the right place!

Some serious house cleaning is needed in engineering. Our organization is bureaucratic, ambiguous, process-heavy, and highly ineffective. This prevents us from being innovative, disruptive, and high-performant. We surely won't be able to attract or retain top talent.

The pay is also another huge problem. You have to be willing to pay for and retain A players.

Every year, I always see our top talent leave for better offers, while B players continue to stick around.

Start by closely examining your hiring process. Don't squander the opportunity to hire the most effective people.

As much as I hate to say it, an examination of how we let go of people also needs to be done. I'm not saying we need to create a culture of fear, but seriously, it's a bit disappointing that year after year the same ineffective people are still in our organization. I've personally brought this up to upper management again and again, but to no avail, hence writing this review on Glassdoor.