Do Not Recommend - Anonymous employee Solen Software Group Employee Review

The Solen Principles of Transformation and Solen-isms are great pros of the company. Some of principles that stand out are: Create Purpose for Existence, Institute Leadership, Institute Agency, Focus with Intent and Governed by Opportunity. And some of the Solen-isms that stand out are: Ownership Mindset, Mutual Elevation, Will to Win and Figureitoutiveness.

The startup vibe where not all processes are in place and not all roles are defined, creates an environment with more ambiguity that require specific profiles and personality to work here.

There were many talented, hardworking, and genuinely good people throughout the organization. One of the few silver linings was the opportunity to learn. Because employees were frequently performing the responsibilities of multiple positions while being compensated for a single role, individuals gained exposure to a wide range of functions and developed skills well beyond their job descriptions. While the workload and expectations were often unsustainable in my view, many employees left with significantly broader experience and knowledge than they had when they arrived.

* Leadership is being used as a broad umbrella as to not call out specific names. These comments do not apply to the entire leadership team. * Bonuses were not always paid as employees expected based on their compensation agreements and communications from leadership. Bonuses were often labeled as discretionary, providing Solen with an out. For example, an employee completed the work period for which a discretionary bonus was expected, remained employed through that period, and never received the payment. The employee was subsequently terminated without receiving the bonus they had earned months earlier and had been told they would receive in full through two separate channels of communication months earlier: a text message from leadership and approval in the company's bonus tracking spreadsheet. Many excuses given when checking on bonus payments months later involved leadership attempting to implement new parameters for bonuses that were already owed, such as 360 reviews, resulting in delays of more than four months beyond the due date. Concerns regarding bonus payments and compensation practices were raised by multiple individuals during my time with the company. * On one occasion, I received a request from someone in leadership that I believed involved the falsification of records. The situation raised serious ethical concerns and conflicted with my professional standards and values. * The company's stated values did not consistently align with my experience. Accountability appeared uneven, and leadership support was often difficult to obtain when employees needed guidance regarding the resolution of workplace issues. * Turnover was significant during my time with the company. Employees departed often, whether voluntarily or involuntarily, creating a challenging and frequently unstable work environment. Additional work resulting from departures was often added to the responsibilities of employees who already appeared overwhelmed. * In some instances, performance concerns appeared inconsistent with prior feedback, survey results, accomplishments, and contributions. * Prospective employees should conduct thorough due diligence before accepting a position with Solen. Compensation did not reflect the workload in my experience, and the demands of the role often extended well beyond normal working hours, including weekends. Know your personal values and do your homework to see if they align. * Work-life balance was extremely limited in my view. Employees were routinely made to feel the need to be available during evenings, weekends, vacations, and personal time, making it difficult to maintain healthy boundaries outside of work. * Experiences during my tenure significantly impacted my trust in leadership and left me with concerns regarding accountability, treatment of employees, and leadership decision-making. The frequency of conflicts, disputes, and strained professional relationships I observed were concerning and contributed significantly to my overall perception of leadership and the resulting culture. * For me, requests for clarity regarding role scope, responsibilities, workload, and compensation often went unanswered or unresolved. While additional responsibilities could be assigned quickly, meaningful discussions regarding role alignment, support, resources, and corresponding compensation did not receive the same level of attention in my experience. * Low candor * To current employees: document everything.