Good people, poor strategic direction - Senior Software Engineer Trengo Employee Review

Trengo has a long history of great culture. People are not just kind, but welcoming and engaging, making collaboration easy and enjoyable. Office days can get a little bit too 'gezellig', there are regular team activities and a healthy separation between work and downtime. Product and engineering have a real seat at the table, built from day one by founders who remain actively involved, ensuring the startup spirit is ingrained in the company’s DNA. The small (micro) teams and minimal management layers, causes for a high level of autonomy, perfect if you value ownership and independence. The company is lean, making it adaptable to change while staying forward-looking, especially in regards to new technologies. There's a strong focus on professional growth, especially for those starting out. There’s room, support, and budget for development. The office is excellent, nothing beats the view, central location and easy access to public transport. Overall, a very exciting time to be part of Trengo's evolution if the challenges of being dynamic and ever-evolving environments fit your interest.

Being lean and agile leads comes with some downsides; frequent changes across different parts of the company, causing short-term uncertainty and shifting priorities. The tech foundation is still developing, and although progress is strong, there’s still work to be done as the company matures.

- Modern tech stack and interesting technical challenges due to a large and active user base. - Flexible work-from-home options. - Located in a nice location.

- The company often feels disorganized, with priorities shifting rapidly and little stability. - Loyalty to employees is lacking, changes in roles, managers, or priorities happen suddenly without proper communication or transition. - Career growth opportunities are limited, and the organization has more management roles than necessary. - NPS scores are collected but not acted upon. Despite consistently low scores in certain departments and clear employee feedback, there has been no meaningful improvement. In fact, some feedback channels have been removed over time. - Major departmental changes are implemented before teams have time to adapt, creating constant disruption. - The work environment can feel politically charged, requiring as much diplomacy as technical skill to avoid being caught in internal conflicts. - Workload distribution is highly uneven — a few people carry the bulk of the work while others have minimal responsibilities. Effort and results often go unrecognized, especially with frequent management changes that reset relationships and understanding of contributions.