Infarm Reviews

Let me start by saying; communication was very bad from before I was even hired. I had three interviews for what I later found out was an "entry-level" job. Completely unnecessary. I was offered the position via email; offer letter, benefits document, the whole ordeal. I then was scheduled a meeting with the then Business Operations Manager. There was clearly little to no communication about this meeting internally as it ended up being a fourth interview (but I already accepted the job). As we parted ways, the BOM said "we'll get back to you after we have more interviews this week"...... should have taken this red flag. I came into this job when the Everett hub was just moved into and everything was all over the place. I received little to no guidance on being introduced to our accounts, I just started going to our locations and introducing myself. I, later on, realized that the job description I was hired to perform was barely 5% of what my actual role entailed. This is common for most roles which means many people are HIGHLY underpaid. The People Team will respond to these glassdoor reviews about how it's a startup and that's why there's a chaotic culture; NOPE. I've literally only worked for startups over the last ten years. I've never witnessed anything like this. I want to highly stress the notion of nepotism others have mentioned and the horrible hires for high-level positions. This company is run by a number of former we-work folks; this "hyper-growth" model that they're in is eerily similar to what we-work tried to do. Anyone knows that a company in a "hyper-growth" model would be working towards employee retention. However, Infarm saw a 75% turnover rate in 2021 with nearly half of those being corporate-level positions. I asked for a raise a couple of months ahead of my 1-year anniversary. I deserved a raise after recognizing that my role was a lot more than my job description and deserved to be paid for it. Around this time, the corporate sales team began calling all the folks in a Field Brand Specialist role "Account Managers". This was a new internal title, but when I asked if I could use it externally; "That would confuse our clients so you should be using FBS externally". I then researched what Account Managers make in Seattle.... the minimum was $15k more than what my salary was. My raise request was put on hold for 5 months. I did end up receiving a 10% bump (after 5 months of consistent nudges). This still was not a competitive salary for "account manager" roles in Seattle. I was told, "maybe in a few months we can look into that". I wasn't waiting anymore. On the note of promotions/raises: at the end of 2021, they added to their handbook a section about this topic. They mention that there is no program for performance reviews and promotion, but that you can always talk to your manager about it although that "does not guarantee" anything.......... There's no upward movement unless you like to lick boots, or are a man. Executive and other high-level managers make decisions without any feedback from people on the ground doing the actual work. We are all just expected to get things done at whatever cost it takes; this is true for every department. Burnout is extremely common. They also waste a ton of resources by doing things this way. I'll give you this one example; When we ran out of material at the Everett hub, the company flew a low-level employee from Berlin overnight to Seattle to hand-deliver the material. Tell me what is sustainable about that? Everything this company does and says is 100% performative. The majority of the company is white, cis-gendered folks. There is absolutely no diversity and inclusion. Men are paid more than women and non-binary folks. I had 6 managers in my 15 months there and zero support during any of the transitions. I experienced sexual harassment and misogyny from multiple male employees (in high-level roles). I did use the company's "open talk" platform to report one instance. They decided to remove me from all meetings with this person. I was told they talked to him about it but based on his actions, nothing changed. I was also never followed up with about the issue. When I joined in 2020, we had amazing COVID benefits. 80 hours designated if you got sick from COVID and another 80 hours if someone you physically care for has COVID. This was removed, without any notice, in the middle of the Omicron surge in the new year. It was reduced to 5 sick days. Nearly everyone on the ground teams in Everett went through those 5 sick days in January. This is also only a Full-Time benefit; part-time employees (the ones on the ground and in stores) did not receive this. Infarm not only treats their employees like garbage, but they have the most mind-boggling partnerships with their clients. I can only really speak to the Seattle market; but they entered their partnership with QFC and did not communicate enough about the product, the program, the partnership. I came into the role and was expected to make everyone happy with so many roadblocks. - QFC has HUNDREDS of produce suppliers. Infarm is the ONLY vendor that forces the stores to buy products they know they can't sell. Every other vendor the stores are able to order the exact quantity they want. Rather than having any waste metrics on Infarm's side, they force it onto the client. It's impossible to make someone happy when you're making them do something they don't want... especially when it comes to waste. I could go on and on about this company. If you take anything away from this review, it should be to look elsewhere for employment. I do not, with any ounce of my being, recommend this company to anyone.