AudioMob Reviews

Firstly, I'd encourage you to look into these reviews for Audiomob. Most are from over a year ago and are likely to have been written by people who are no longer at the company. At Audiomob, your progression and job satisfaction are low on the leadership's agenda. This is validated by many different factors, not least during my 20 months at Audiomob, only 2 people were promoted out of around 40+ employees I worked with during my time. Leadership care only about how you can progress things for them, not the other way around. Expect to be lied to consistently. I can't go into details, but it is second nature to some members of the leadership team. It got to a point where I no longer trusted the co-founders as I had been lied to persistently. Expect to have your salary, equity and other benefits lorded over you as a manipulation tactic to overwork you. Yes, remuneration is good at Audiomob, but to have this used as a tactic to manipulate you into that you owe the co-founders something is a horrid place to put someone in. In addition to the way you are treated at Audiomob, expect to be spoken to in a particularly negative way. Co-founders would have no issue in slating other colleagues during conversations, openly put you on blast in front of colleagues and use words such as 'lazy', and 'dumb' and called out for asking quote, 'stupid questions'. I believe these to be bullying tactics and not the way co-founders should be acting. To talk about my situation a little bit. At the point of my abrupt termination, I was trending 100%+ towards target, I was consistently used as a resource for multiple teams within the business and had no reason to believe my performance was a problem. This led to a meeting being put in with HR & the CEO to discuss my performance. I was given a 45-minute warning, terminated, and then after 20 months of service, I was given 5 minutes before all of my access was revoked. I had never been put on a performance plan, my 1:1s with my manager were displaying an upward trend in my performance. The performance examples given for my termination have still not been evidenced and I have been waiting a month at the time of posting this. Either they do not exist or Audiomob do not want to provide them for some reason. You can expect to be performing well and still be terminated in the space of an hour right before the Christmas period. There is an exceptionally high turnover of staff at Audiomob. It got to the point where employees were no longer informed about colleagues being terminated as it was such a regular occurrence. Yes, it's a start-up/scale-up but this makes current employees consider their job security a lot more. Additionally, friendships would have been created. I won't name them, but I want to make it clear that it is not all of the leadership that is at fault here. That being said, there has been a severe lack of empathy from some members of the leadership team when people have been terminated. They do not understand the gravity of their decisions and the knock-on effect they may have. I can only speak about the London office. But you can expect things that are said in the office to be relayed back to Leadership. I believe this is how members of leadership can score points with the Co-founders. Also, there is a sentiment that the London office is a burden to the Co-founders. I can recall one all-hands call that personally attacked people for leaving the office 10 minutes before the end of the day, not considering the work done before the traditional 9 am start. The London office takes the brunt of the negativity, If you are considering employment at Audiomob, I'd encourage you to ask about the culture and experience of current employees. Maybe reach out to ex-employees to gauge your picture of what it's like to work at Audiomob. I believe it is important to be transparent about your experiences at a company and if I can help someone at the point of making a very important decision I feel I have done my duty. This is not meant as a deterrent to working at Audiomob, make your own decision.