Navan

The compensation may be competitive in certain instances.

• The company grapples with a vast expanse of outdated code without proper documentation, often authored by individuals who have since departed. Troubleshooting bugs in this codebase becomes a challenging task, exacerbated by a lack of clarity even within the product team regarding its original purpose.

• Technical management leaves much to be desired, displaying a concerning disregard for quality. Those genuinely invested in product excellence either leave disheartened or face termination. The knowledge base is limited primarily to the extensive legacy code.

• Job security is precarious, with potential layoffs stemming from various factors such as sudden regional office closures or financial constraints. The absence of substantial benefits further compounds the employment experience.

• The Berlin office department stands out for its notably subpar working conditions, reflecting a lackluster office environment that falls below standards, particularly in comparison to other locations.

• The company struggles to foster a cohesive organizational culture, and decisions, especially those of a technical nature, are centralized at the headquarters in Palo Alto. This extends to mundane tasks like determining table structures.

• Opportunities for professional growth and learning are scarce, hindered by outdated technology and obsolete CI/CD pipelines. The SRE team maintains full control, leaving developers with minimal ownership and autonomy.