What is overtime like at PayPal?

Tech company, corporate with some level of functionality. If you keep at it, they will ignore you.

Barely finish the daily schedule, as more tasks come in. Pressure to finish tasks, even though day is over and no OT is payed. Management is somewhat clueless, but thinks of themselves as Gurus.

Good work hours flexibility Good tech stack Permanent WFH option available

Overtime pressure have increased over employees to get more done, working 12hrs a day. Its now a rush job.

Work from home--- THATS ITTT!

From the start, I felt undervalued and unsupported. Leadership lacked transparency; feedback was vague or unhelpful. My manager seemed uncomfortable providing honest feedback, especially across racial lines, which created tension instead of growth. Workplace culture was cliquish, and it was difficult to feel included. There was a constant pressure to prove your worth, which became exhausting over time. Very little career growth or mentorship opportunities—definitely not a good place for young professionals starting out.

Unlimited PTO (with approval) and sabbatical

Work-life balance constantly under threat as you will be surrounded by people who refuse to enforce it for themselves and others. Promotions are an entirely political game - if you are not visible, you will not get promoted, regardless of your accomplishments; this means that your manager will make or break you. Federal law violations (ADA) go unpunished, despite lots of evidence AND PayPal Legal agreeing that the violation occurred. Tips to Ethics Hotline with evidence yielded no punishments. PayPal speedrunning hiring execs with golden parachutes. They laid off the ENTIRE IT org to replace with TCS contractors and an AI bot, and it went as well as you would expect. They ended up panicking and rehiring *some* people once they learned what they did, but most still got laid off and quality of service suffered. Forced equity - this is a problem because you get equity based on value, not shares. So, if the price per share is high, you get few shares and then, if the price per share tanks after the grant, you lose...an unbelievable amount of value. That happened to all of us. And you cannot opt out of getting stock. They want you to stick around until they lay you off, then they yank back all unvested RSUs and consider that a cost savings for firing you. But don't worry, the executives get a different stock policy, and all of THEIR stock is automatically accelerated for vesting. HR is absolutely terrible. You will be surrounded by people who refuse to respect work-life balance for themselves and others, and/or never take PTO. The pressure for you to do the same is implicit. They hate remote workers, even though they cost nothing because they don't use up office space. Leadership forced RTO mandates for fabricated reasons, even though plenty of research (and pandemic policies) proved that WFH is more efficient and cheaper for most people. Instead, they cling to their emotional and kneejerk reactions that support their bias. They will do everything they can to underpay you. They do not live the culture and values they parrot at everyone else to follow. They will, and have, favored someone less qualified for the sake of "diversity". The CEO has no idea what he's doing, just a boy trying to wear his father's shoes and stomping around the house declaring victory, all the while providing no useful vision that's backed by an even worse understanding of how a business functions or that people are make any company like this even function.

1.Competitive compensation for some roles, particularly in high-priority product areas. 2.Brand recognition that may look helpful on resume.

1.Toxic culture driven by fear of layoffs from long time: Many employees live with a constant fear of layoffs. This creates a culture where people rush to join high-visibility or high-budget projects around performance review time to appear valuable, rather than focusing on meaningful work. 2.No work-life balance: The company expects long hours. Taking time off is seen as risky, and employees often feel forced to stretch, stretch, stretch themselves beyond reason. There’s little empathy or planning from leadership to prevent burnout, and over time, even long-tenured employees seem to normalize this lifestyle. 3.Poor product quality and development practices: Critical user flows ("happy paths") are sometimes not thoroughly tested before go-live. As a result, product issues are frequent, and user feedback tends to be negative — which is no surprise. 4.Unresponsive management: Burnout is often ignored, even when feedback is given constructively. There’s minimal effort from leadership to make meaningful cultural changes or support struggling teams. 5.Disconnected HR function: HR appears indifferent to employee concerns. Feedback is acknowledged but not acted upon — perhaps because they feel powerless, or choose to stay disengaged.

1. Competitive salary and benefits 2. Some talented employees who genuinely care

Unqualified Leadership: Many managers lack experience in their assigned areas, leading to poor decision-making, missed deadlines, and mismanaged product. Random target delivery dates communicated by senior management which clearly have no understanding of the action items required to complete the effort, creating chaos for employees. Zero Work-Life Balance: Due to outdated systems and continuous reliance on end-of-life solutions, employees are forced to work excessive hours just to keep things running. Some teams are consistently working 12- to 15-hour days, including weekends, just to meet unrealistic deadlines set by clueless management. Instead of addressing inefficiencies, leadership continues to push unsustainable workloads onto already burned-out employees. The constant pressure and lack of resources make work-life balance non-existent. PayPal’s Default Solution? Excel Spreadsheets: Rather than investing in proper tools and technology, management relies on Excel spreadsheets for everything—project planning, reporting, tracking data, and even finger-pointing. Thousands of spreadsheets are generated across teams, leading to poor data tracking, duplicate work, and complete disorganization. This approach is inefficient, outdated, and reflects leadership’s lack of understanding of modern business operations. Toxic Management Culture: Leadership engages in intimidation, bullying, micromanagement, and retaliation. Junior managers mishandle sensitive information, including sending confidential data in emails to large distribution lists. Employees who push back against unrealistic demands are targeted. Security Concerns: PayPal continues using outdated technology, posing a significant security risk. The company lacks a solid plan for protecting financial data, making it vulnerable to breaches that could expose millions of customers. Misplaced Priorities: Instead of addressing fundamental issues, PayPal focuses on superficial PR moves. During an all-hands meeting featuring Will Ferrell in 2024, a major system outage occurred, taking days to fully recover. Employees were instructed to keep the outage confidential to avoid scaring off investors. DEI Overreach: While other major companies reevaluate and eliminate their DEI initiatives due to failed strategies, PayPal is doubling down—placing unqualified individuals in key roles, worsening the existing leadership issues, or lack thereof. Read Recent Reviews: The concerns outlined here are not isolated. Recent Glassdoor reviews support these issues, with professionals taking the time to write detailed observations—not just one-liners like “Company is wonderful.” If you are considering working at PayPal, I strongly encourage you to read the most recent feedback from current and former employees.

You'll work with some genuinely great people, and the brand has long-standing footing in the fintech space

A new leadership team that over-promises and under-delivers, and has brought out unproductive and hyper-political behaviors. Layoffs and forced attrition. Poor strategic decision making. A lot of taglines and wallpaper fodder.

great benefits, and a strong company / employer to work for. Not micromanaged

that its not really considered ok to work over 40hrs, even though you want to put in extra time to provide even more value

Never had to work over weekends

Found less opportunities for growth