Pros: - The company offers competitive total compensation. - There are talented and supportive coworkers. The people are by far the best part of the company and one of the main reasons employees stay.

Cons: - Poor work-life balance. The workload is heavy, expectations are constantly high, and the pace is relentless. Burnout is a real risk. - Little to no focus on employee well-being, at the Israel site. Employees often feel unheard and invisible. - HR appears disconnected from employees and does not effectively address concerns or recurring feedback. Employee satisfaction does not seem to be a priority. - There is very little investment in culture, team events, or the overall employee experience. The focus is almost entirely on execution and output. - Workplace initiatives and office experience often feel driven by cost-cutting and convenience rather than by creating a positive environment for employees. Even small things that could improve morale seem to receive little attention or investment. - Support functions and office operations feel reactive rather than proactive, with limited effort put into building a strong culture or improving employees’ day-to-day experience. - It often feels like management is relying on the fact that the company has great people, rather than actively investing in retaining them.

Pros: people are professionals Challenging environment

Cons: Management is not always sensitive to employees’ needs

Pros: The pay is ok. It is an interesting SaaS product that will most likely be financially successful. The Amsterdam group is mostly friendly and collaborative, with smart and communicative people. Mobile engineers and QA folk stand out as way above average, as well as a few select FE and BE engineers.

Cons: - no willingness to grow up as a company: most jobs have undefined expectations, leading to many people do the same thing (e.g. planning, assigning tasks to engineers), but overlooking other things (such as establishing better collaboration, focus on measuring impact of new features or identifying top performers and promoting those) - random people (well, of cours not, the ’most popular’ ones) will get raises / bonuses - rampant (un)favouritism with a side of sexism directed at subordinates - lack of proper growth paths for engineers, designers, and all other individual contributors. - extremely strong sense of hierarchy in the USA part of the company (which is the majority), leaving little autonomy for Amsterdam group on all aspects (organisationally, technically and even on code and automation-level) - zero change management - official monthly ’shout-outs’ (as part of the playing favourites and politics), calling out people that ’went the extra mile’ (which is corporate for: neglected their families and personal lives to put in a crazy amount of extra hours, unpaid, and be ’visible’ during all of it). - random hiring sprees, followed by months of stagnation, leading to team with unbalanced staffing. To be successful as an engineering manager in Tripactions, you need to: * be Ok to just go with the flow, or expect the wrath of some higher-ups: shaming and ridiculing in large groups (meetings with > 30 people) is quite regular for those that try to introduce changes. * be able to do all the jobs of all your direct reports, and better. * suck up and kick problems down * never every speak up when you think thinks could be better * expect (mostly US) people to take your ideas, half-ass them and take credit for it (important to be in good standing with the relevant people) * be ok with doing endless and pointless calls, over and over to discuss minute implementation details with a wide array of ’stakeholders’, often during Palo Alto times (i.e. ~17:00 - ~21:00) * come to the (pretty depressing) office couple of days a week, for no good reason other than ’CEO says so’. All of these issues are absolutely not acknowledged, or dealt with, and everyone is supposed to suck it up ’cause "a startup requires a certain mentality". Yeah, keep telling yourselves that...