Leadership lacking direction or experience - Avaliação de funcionários no cargo de Anonymous Employee na empresa Rently

Rently is an incredible place to work. The culture is collaborative, supportive, and filled with colleagues who truly want to make a difference. The product itself is second to none; Rently’s solutions genuinely help real estate operators grow, streamline operations, and drive meaningful results. The company has taken the right approach to growth; building on a stable foundation instead of a smoke and mirror marketing style. This creates long-term stability and attracts like-minded individuals who share the vision of the tech stack and the value it delivers to clients. Colleagues at Rently aren’t just showing up for a paycheck; they actively want to impact the product and improve the solution, which makes it an energizing environment. The senior management team has deep tenure and consistency, showing that leadership is focused, stable, and committed for the long haul. Other highlights: strong alignment on vision and execution, leadership that listens and makes adjustments when necessary, a product roadmap that balances innovation with client needs and the chance to make a visible impact in a growing PropTech industry

Like any company in growth mode, there are growing pains; priorities shift quickly, and processes are always evolving. However, Rently’s leadership has proven adept at navigating these challenges, cutting through the noise, and keeping the team focused on what matters most.

The people at Rently were generally kind and welcoming. My coworkers and direct manager were friendly, and there were many talented individuals across the company. I appreciated the opportunity to collaborate with different departments and gain experience working in a larger organization.

The biggest challenge was the team I was assigned to. While other departments seemed well-organized and collaborative, my experience within the product team was very different. There was often a lack of clarity around priorities, ownership, and project direction, which made it difficult to do my job effectively. The onboarding process for my department was also weak. While I received company-wide onboarding, I was given very little guidance on how my specific team operated, who owned what, or how projects moved through the organization. Much of this had to be figured out independently. As a UX designer, I frequently found myself creating structure where there wasn’t any. There were times when project priorities, ownership, and status were unclear, resulting in me taking on responsibilities outside my role simply to keep projects moving forward. I often found myself documenting information, organizing work, and creating alignment that should have already existed within the team. What was most frustrating was that many of these issues did not seem unknown to leadership. In my experience, concerns around team performance, communication, and accountability were recognized by multiple people, including management, yet little action was taken to address them. Instead, employees were often expected to work around the problems rather than resolve them. Over time, this created unnecessary frustration and placed additional burdens on individual contributors.