Pros: Most coworkers are fun, talented, and really help the company grow! Plus, you get to work with a product that has huge traffic and incredible exposure.

Cons: Sr. Leadership are in continue power war and a lot of ego is goin’ on. They tend to protect what they’re doing, even if it might not be the best for the company. People are scared of reflect the truth as they know they will be blocked and shut down.

Pros: Navan has a strong emphasis on internal promotions. If you’re driven and perform well, there are plenty of opportunities to grow your career here. The fast-paced, agile environment keeps things exciting. It can be demanding at times, but if you thrive on challenges and learning, this is the place for you. The company’s success speaks for itself. It’s motivating to be part of a team that’s consistently delivering great results and growing in the market. The perks are excellent—comprehensive health insurance, generous vacation time, and other benefits that really show they care about their employees’ well-being.

Cons: With the global nature of the company, you’ll occasionally need to connect in the evenings, which can sometimes impact work-life balance.

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.