8mo
Thank you for sharing your perspective. We take feedback seriously, and we also want to correct a few points that don’t reflect our policies or how we operate today.
We work across multiple countries and use different employment arrangements. We do not ask anyone to misstate invoices or “avoid taxes,” and we follow local laws in each jurisdiction. I can assure you and anyone interested that everyone has access to time off and sick leave in line with local regulations. Empathy is one of our values: when anyone on our team faces health or personal challenges, we work with them to support them above and beyond what’s included in their contracts.
Additionally, no one is expected to be “on call 24/7.” Our on-call coverage operates on a rotation, with each shift lasting one week. It’s uncommon for someone to be on call for two consecutive weeks, and when it happens, it’s solely an individual decision. Each on-call period includes additional compensation, established boundaries, and escalation policies. If one of our team members cannot respond to an incident, it will simply be escalated further along the escalation path.
As noted, our QA strategy shifted to a different approach to focus more on automation, investing in building tools for engineers, and fostering a culture of ownership and responsibility. This was shared with the team multiple times, and we strengthened our team by hiring five SDET Engineers this year alone.
It’s also worth noting that we never force anyone in the company (including the Engineering department) to overwork. We move fast and set a high bar, and we pair that with supportive leadership. Our managers are accessible and approachable, and people are encouraged to reach out whenever they need help. Managers are expected to provide continuous feedback through regular 1:1s, clear priorities, and hands‑on support where it’s needed. If we see gaps, we address them quickly through coaching and clear expectations. A respectful, psychologically safe environment is a must.
Regarding our offboarding process, we won’t comment on individual departures. More broadly, our 12‑month attrition in engineering is in line with industry averages for companies of our size and stage. When someone does leave, we ensure the process is respectful and orderly, and that no one is left without support. That means appropriate notice and assistance consistent with local laws and individual agreements, guided by our core value of Empathy.
In terms of compensation, we benchmark roles to the market and review ranges and leveling on a regular cycle.
We won’t debate individual situations online, but we will act on specific, verifiable concerns. If you’re open to a confidential conversation, the People team is open to listening. Either way, thanks for holding us to a high standard.
