Pros: Good total compensation - high base salary, generous stock package. AI adoption, latest tech stack.

Cons: Fast environment, a lot of context switching, poor WLB, bad management

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 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...