Rokt

Great surface-level benefits, e.g., free lunch, wellbeing allowance, relocation, transparent pay, and a yearly, most-expenses-paid company trip to places like Hawaii, Vancouver, and Sydney.

Opportunity to work with brilliant technical minds.

There is also a surface-level illusion that management constantly takes feedback to improve (employee surveys and follow-ups). However, they then make excuses for low engagement scores, e.g., “it’s a high-performing environment.” I hear a whole lot of excuses and no genuine attempt to address concerns. Simply read the company responses/excuses on this site and judge for yourselves.

Beyond the surface, there is toxic management, poor work-life balance, and a general unwillingness to genuinely address employee dissatisfaction. As I divulged above, they have been so good at shutting down constructive criticism with poor excuses such as, “I don’t think our performance management is a problem since this is how Amazon does it,” or “we pay above industry standard” in response to criticism about work-life balance expectations.

Obviously, if you believe this is all worth it just to be paid slightly above industry average, then this may just be the place for you!

Think about if you want to build a short-term sell based on superficial benefits, or if you want to build sustainable employee engagement.

Also, when employees courageously give feedback, maybe try listening to understand instead of listening to respond with excuses.