Shipium Reviews

Thank you for sharing your experience. Reorgs are disruptive, and we take critical feedback seriously, especially on issues of equity and inclusion. We want to address the comment about how people of color are treated at Shipium directly. Building an equitable workplace is not a passive commitment for us. We have an employee-led DEIB committee that has been active since 2023, our leadership team recently completed an interactive in-person DEIB training, and we maintain an anonymous HR reporting tool available to all employees for concerns that feel difficult to raise directly. Anyone who has experienced what's described in this review is encouraged to use it. On culture: as Shipium has scaled, we've added more structure, clearer ownership, and stronger accountability. That's a deliberate and necessary evolution. We'd push back on the characterization that this means dissent isn't welcome. Healthy debate and technical pushback remain core to how we work. What's changed is that decisions get made and teams move forward and we think that's the right tradeoff at this stage of the company. We hear that the transition was painful, and we remain committed to holding leadership to the standards that got us here.

Thank you for taking the time to provide this feedback. I appreciate your perspective but would like to take this opportunity to clarify some of your concerns. As a rapid-paced startup, we are constantly changing and evolving, which includes bringing in members of management that can help build, grow, and scale their divisions. Shipium management consists of individuals with startup experience (from early to late stage) through more established corporations. A combination of this leadership helps us not only navigate our current stage, but thoughtfully strategize appropriately as we scale, and have been extremely effective in preparing the company for growth. To that point, like all organizations in our industry we’re navigating a volatile market; however, it is our current leadership team that has successfully guided us through and continues to deliver positive results. It is true that in the timeframe you listed we grew from roughly 19 employees to over 55, and we acknowledge that change is both inevitable as well as challenging at times to navigate. In that regard to keep communications open we added monthly All-Hands meetings, run additional cross-group meetings while maintaining team-based stand-ups, encourage employees to observe cross-functional sessions, offer recurring weekly People Ops office hours, provide skip-level 1:1s with the CTO, run eNPS surveys to understand sentiment to continually improve, rolled out performance management tools to provide a safe space to request feedback, hold 1:1s with peers & others in the company, and to discuss career pathing & growth opportunities, as well as published job descriptions and other tools to promote understanding, communication and collaboration. Just recently we launched an employee-driven suggestion box so that employees have an additional safe space to provide information to drive internal improvements. We value our employees and continually make adjustments to further support, enable, and empower our staff. I do apologize if these adjustments seem inadequate to you, and encourage you to directly reach out to HR, your manager, or leadership to let us know how we can better provide you with space to feel heard. We are here to listen, and will continue to do so. Thank you again for raising your concerns, and we look forward to speaking with you soon.