Great Company | Opportunities to improve feedback and leadership practices
Prós
- 4-day workweek during the European summer (you may occasionally need to work a few hours on Fridays depending on your workload, but usually not a full day and without the pressure of a regular workday) - Health allowance- used to be paid every three months, as a symbolic amount included in the monthly compensation - Profit-sharing after the goals on growth were reached, distributed evenly across team mates. - Clear visibility into the company’s financial growth and goals - Flexibility to take time off for personal, medical, or administrative matters - A culture based on trust - Unlimited vacation policy, but you manage this. Over 2,5 years I took 18 vacations days, plan ahead, check the calendar. Take your vacation. - They have a string culture on supporting each other, I worked different teams and can state that, specifically Customer Success makes you grow. Things are more structured, team leads, regular evaluation meetings, colleagues in support. -I worked with great professionals, the company provides lectures to help you improve LinkedIn and sends you gifts for Christmas, work is paused or redistributed on Christmas and new years. They have deep appreciation for different cultures; Met someone tem members personally and all had a good atmosphere, like it is good to work with them. They are open to recommendations of new features and hold hackathons for new product ideas The people is very collaborative The company overall is good
Contras
- High workload with limited support: I was the only SDR covering North America, LATAM, Spain, Portugal, Australia, and New Zealand, responsible for around 80 qualification meetings per month (typically 20+ minutes each), including platform walkthroughs and multi-channel outreach. This resulted in sustained overload and fatigue. - Lack of structure and equity in inbound SDR operations: quotas, territories, and workload distribution were not balanced across the team compared to the bonus received with quota achievement. - Delayed access to quotas: I did not receive a quota until my sixth month, which impacted performance tracking and expectations - Inconsistent quota setting: my targets were the same as another SDR with fewer territories and lower lead volume, financially someone covering less would earn the “same” bonus if we both met the same quota. - Lead classification inconsistencies: event leads were initially considered warm but later reclassified as outbound when a new team member joined, I was shocked. - Limited leadership proactivity in feedback: most feedback sessions were initiated by me rather than being consistently structured by management. - Insufficient planning and support for work travel: I was asked to arrange my own accommodation and at one point was told to stay at a colleague’s house, which I did not feel comfortable with, so I stayed at a friend’s place instead. I live in a different state, and during one trip there were two events planned, but one was later canceled. There was no guidance on how I should handle accommodation for the remaining days. As I could not afford to stay longer out of pocket, I ended up buying an earlier return flight myself to avoid additional costs. I believe if things have not improved yet there is room for improvement and balancing quotas and structuring feedback. The team had two amazing AE who will do everything to win deals, they are amazing to collaborate with. I did not experience discrimination personally; however, racial diversity within the LATAM team is currently limited. Increasing representation would strengthen inclusivity. No social security.
