-The company is still undergoing its transition from a small startup with a unique location in Spain to scaleup with its new decision center in the USA. The new CEO placed by the venture capital founding the company shows attitude, knowledge, and interest in the organization and its employees, which does not happen with the co-CEO (one of its founders) who does not finish taking on his new role with a new person as his boss.
- At least in the case of the Madrid offices, the existing cronyism, particularly in the middle levels (managers), with the co-founders and among older employees is very notable. Unfortunately, they are wasting the possibility that people with true leadership and communication skills access these positions since in many cases they are conflictive people and incompetent for the position.
- A lot of trial and error: Not having a clear vision and mission leads them to make serious mistakes at an organizational level, and without measuring their true consequences. Such is the case that in recent months (and not because of Covid-19) they have decided to displace the manager of professional services, fired many employees in Madrid (something that used to be far extraordinary to happen) and close the project department that was created at the end of last year and for some of its positions the onboarding process took significant time to complete.
- There is no culture of sharing knowledge, particularly technical knowledge. It is an attitude inherited over the years from the founders and that unfortunately spread to the middle and lower levels.
- A lot of trial and error: Not having a clear vision and mission leads them to make serious mistakes at an organizational level, and without measuring their true consequences. Such is the case that in recent months (and not because of Covid-19) they have decided to displace the manager of professional services, fired many employees in Madrid (something that used to be far extraordinary to happen) and close the project department that was created at the end of last year and for some of its positions the onboarding process took significant time to complete.
- There is no concept of a career plan or training. Salaries are normal in the market and in many cases underestimated.
- It is normal and part of the culture to work 24x7 without any recognition.
- It is practically impossible to achieve 100% of the bonus that they promise you when you sign the contract, so my recommendation is to negotiate the annual gross salary as best as possible.
- Employee satisfaction evaluations have been getting worse and worse for the past few years, with each issue being a headache for management. As a part of the latest results, and instead of increasing salaries, at the moment they only incorporated the salary compensation regime, giving rise to the payment of the salary in part with restaurant and transport tickets. In addition, at first, they had promised to incorporate the health insurance of the employee and his family to this benefit, not only was he immediately discarded, but they also upheld the decision to keep on covering 50% of the employee's policy.
- They work with very proprietary technology, far from being standards, which on the one hand benefits them, as part of a customer penetration strategy, ends up harming employees, by losing competitiveness in the labor market.
- There is no correct or effective communication between departments, particularly between Sales and Professional Services, something critical in managing customer expectations and increasing the portfolio.
