The 5-Star reviews of this company are fake. Nobody talks that uncritically about a job, especially this one. They are undetailed, conflated accounts, that do not represent the company accurately. There are no sales pros to learn from. There are no free snacks. People don’t play ping pong because they’re afraid to be fired. They will try and present it otherwise, but you will be a telemarketer at this job. Don’t fall prey to the hiring process. They paint a dream, but you’ll be sold a nightmare.
This is the place to be if you’re looking to feel overworked and underappreciated. The culture of all-stick no-carrot micromanaging will leave you feeling sapped and asking yourself day after day, “How did I get here?” Occasionally yes, they may put a plate of cookies out, or have an outing for a winning team, but it will surely always come with a begrudging undertone. They’re tight-fisted and short-winded with praise for a job well done.
Jumpcrew will have you believe it is a disruptive and valuable brand that’s created an innovative solution to the market’s ailments. But that isn’t true. Their technology is not unique, and their goal is not long-term positive impact to their industry, nor a positive impact to the city of Nashville. They are striving for *perceived* value and taking every shortcut they can to get there. This results in a nonexistent employee handbook, no standard practices for HR, and an administrative system that changes from minute to minute, plays favorites, and discriminates. The worst part of this is that they try to justify it because of being a ‘startup’.
Being a startup does not mean acting irresponsibly. It does not mean avoiding establishing uniform non-discriminating expectations for everyone. Being a startup does not mean disregarding people’s value to further the bottom line. Just because it doesn’t mean that, it happens none the less. It happens at Jumpcrew.
The CEO is a seasoned entrepreneur with the goal of growing the company at breakneck speed, and selling it off to make the largest possible return on investment. There’s nothing wrong with looking out for stakeholder interest, but transparency is key. The lesson to be learned here is that stakeholders can be made plenty of money while employees are still shown respect and wins are shared. Sadly at Jumpcrew, employees are considered disposable. Maybe one day the administration will realize the employees are the greatest strength of the company, and learn to enable their potential. Until then, this will remain a sad place to have a career; where power is concentrated at the top, favoritism regulates success, the true mission is obscured, and employees are taken for granted.
Churn and burn baby. They don’t care here. If they did, I wouldn’t use my energy on writing this. I would still work for Jumpcrew.
