GoDaddy

This review probably doesn't mean a lot since the Denver office is set for closure. A lot of very smart, hardworking people are sad to see it go. But, most of us hold no hostility towards a company that is simply changing quickly and likely slated for great things in the future. It's their choice.

Though most think it was a mistake for obvious reasons.

So to the prospective employee: This is a wonderful company in many ways!

• Good benefits
• Great work-life balance
• Pay is above average
• Stock options
• Relaxed dress code
• Game rooms, beer fridges
• Unbeatable vacation policy
• Amazing facilities in the areas they decided to develop!

Depending on the department, it is a bleeding-edge tech company. Departments where that isn't the case are going to change / are changing.

Given recent events, there are two very important questions you should ask:

1. What value does my department have to the company? How do you measure it?
2. What is being done to improve this location (x location) and make it "a center of excellence?"

Working at GoDaddy is like watching a great TV show with an amazing story and great characters. But, in this case, the writers aren't afraid to kill off half the main characters and start over multiple times for no apparent reason. I'm not just speaking to the Denver layoff. Make sure your character / department has staying power.

This company gets better for you the longer you are here. More opportunities, more money, more chances to make a difference the more tenured you are. There are many reasons for that, but mainly it's a matter of just getting familiar with the business and getting to know people. GoDaddy is the kind of company where if it makes sense to do it, you are most of the time free to make a difference and a change for the better. All that, however, strongly depends on your department / location combination.

I've had few complaints here. But here they are...

1. Under-qualified middle management in some departments. Home-grown managers. Some are good, some aren't. This is improving.
2. Understaffed network teams. Simple changes take months. This is NOT improving.
3. HR so understaffed and/or just uninvolved, so much so, they are viewed as non-existent. NOT improving.
4. Recruiting has been getting better, but still throws a lot of bad fits over the wall. This is improving.

Overall, you are doing a great job. You had great momentum behind you until recent events. The way you closed Denver killed some of this. It didn't make sense for GoDaddy or its investors.

90% of these employees will get jobs for more money in short order, yet I got the distinct impression there was a lot of pity going around. Which shows your lack of knowledge about how this will play out.

Before filling you in on why I say this, I have to say; we definitely appreciate the generous termination packages being offered. Not all companies would offer this. Thank you! This is a testament to the kind of company you are and a saving grace.

The issue you have to deal with is that only a handful of the employees in Denver are staying with the company. Regardless of the offer to reapply and keep their job, this event will be viewed as the biggest layoff in GoDaddy history. It will cost you 10s of millions in unproductive time while new employees are on-boarded.

But the worst of it is that one of your other centers is already questioning their value, and you can say little to change this. There is a lack of trust you're going to have to overcome. There is a correct way to close a center, and there's a rash way, and you made a poor choice doing the latter.

GoDaddy is still a small company. It isn't Google or MS yet, and you can't just close a center and let go of all the employees all at once without hurting your bottom line. This was a mistake.

All this aside, it is far too late to backtrack on your decision now, as most employees here already have one foot out the door. You don't want them to stay on remote at this point.

What you need to do is own up to the fact that this was a mistake, both with your investors and your employees, and do some damage control. Also, kicking employees out a month before their stock options vest is kinda cheesy. Stock options are cheap. You should have figured out a way to cut cost somewhere else in the layoff package and let them keep the options. That would have bought you a lot more forgiveness and goodwill.