Loka Reviews

Thanks for sharing your thoughts. We appreciate you taking the time to give feedback. I do want to offer some clarification to some of your comments. There is no "incentive" for managers in different regions to compete, other than the pride each takes in their teams and their work. All our leads and managers bring stellar credentials (Loka counts PhDs, Masters graduates, former Google and Microsoft employees among its staff) and proven professional track records. Yes, Loka is a distributed workforce, so you may have colleagues or managers in different parts of the world. The basis of our business model is to work with talented people wherever they reside and manage them to ensure we deliver to our clients. Given the growth of our client base over the last two years, even during a tenuous market, it seems we're hitting the mark. We agree that every other Friday off is a good benefit (to put it mildly). And yes, we expect our teams to perform every week, even shorter ones. From what we gather, and as our #5-4-friday slack channel often shows, launching for startups while enjoying 26 extra days off a year to unwind and reset is very well received by our team. But we understand that it might not be for everyone. Thanks again for taking the time leave a review. If you want to chat more about your experiences or have any other suggestions, don't hesitate to reach out to me directly at amelia@loka.com.

Hello there, thanks for sharing your thoughts. We're appreciate the feedback and we're sorry things didn't work out for you at Loka. That said, please allow me to clarify the facts behind your claims. Our HX team deliberates all promotions with management and collaborate closely with the employees who wish to move up in the company. Managers themselves are also frequently promoted, which means a new manager will take their place. I think what you observed is the regular movement of a growing company that provides many opportunities for individuals to grow too. Also, our HX team recently published the Loka Promotion Guidelines and the Loka Career Progression Framework. These are two information-rich resources that both document the specific parameters of progression within the company and spell out best practices for those wishing to grow. It's true that we did rebalance our engineering teams in the early days of 2023. That said, we provided not only generous severance packages to our departing employees but we also tapped into our own professional networks and made recommendations and references for people who left. Some even got a job right away because of our networking. We have never fired anyone who earns too much; this is a wildly inaccurate claim. Loka rarely lets people go, but the usual causes are underperformance, extended periods of no work and poor quality of work. In these occasions we first attempt to rectify the situation. Letting someone go is always a last resort. When it comes to employee satisfaction and career growth at Loka, the fact that our retention rate was 98% last year and 99% thus far in 2024 speaks volumes. Lastly, calling 26 extra days off "a double-edged sword" is a first for us and I'm not really sure how to respond to that. I guess maybe additional free time isn't your thing? Lokals can indulge in 5/4 Fridays only because our teams are well managed and consistently deliver on time for our customers. It's not only radical benefits like this that make Loka a great place to work, it's also the standard of quality we expect from our people.