Pros: - Flexible hours. - No management (no one is pushing you to work; you have to do it yourself). - Nice IT equipment (laptops, screens, etc.). - Best environment of work. - Family spirit. - Events. - Free food/drinks. - Good coffee. - Feasibility to learn new stuff. - Nice tech - frameworks (working in the right team, not all of them).

Cons: If you join as a junior or mid-level employee, it is almost impossible to earn more. 360 is bulls*it. Family spirit can be an advantage and a disadvantage for some people, so keep it in mind (same as events, if you don't want to socialize). Bureaucracy and politics. The Palma office is a second-level compared to Düsseldorf (benefits, salaries, etc., are quite below).

Pros: Regarding culture, trivago is great. It has evolved a lot throughout its existence, but the focus on the employee is real and it manifests with flexible hours and work-life balance.

Cons: It is an established, large, and well-structured company. This can lead to little maneuverability on certain occasions due to having established processes, which can be positive, depending on the case. COVID closed remote offices and that affected us directly.

Pros: I invested time and effort thinking I was moving forward, yet it often felt like I was standing still, or even falling behind. I used to be the smartest kid in the room. Somewhere along the way, I began questioning what happened to that version of me. Was I misled earlier in life about how merit works, or am I only realizing now how complex and discouraging corporate environments can be? Or am I being consistently placed into staying a "low three" (an internal label), no matter how much effort I put in?

Cons: In my experience, formal education and degrees didn't seem to carry much weight when it came to recognition or compensation. At times, it felt like mentioning academic achievements was subtly discouraged rather than valued, especially when discussing growth or pay. Leadership has members with no university degree. Senior leadership frequently highlighted non-traditional career paths and success stories. At the same time, employees with formal academic backgrounds often felt that credentials were not consistently recognized or rewarded. I also experienced what felt like a shift away from transparent, large-scale organizational changes toward individual "mutual agreement" exits. While this may be standard practice in some contexts, it made it difficult to understand the true scope of workforce changes from the outside.