SimpleTruss Reviews

[Personal opinion, different positions have different treatments, for reference only] - Unfair compensation structure: My salary is approximately 25–30% lower compared to the average offers I received during interviews at other companies. This was ultimately the only reason I decided to leave. - Lack of transparency in the performance review process: The company does not inform employees of the evaluation criteria in advance. Performance scores are determined solely by the leader without any clear or transparent standard. For example, I received a score of 75 because the leader mentioned that my “responsibility level is low” and that my “progress is slow”. However, no specific examples or actionable feedback were provided, and it was unclear whether this was due to delayed tasks, code quality issues, or something else — which did not seem to be the case. Without a clearly defined set of criteria (e.g., what constitutes “fast progress” or a “high level of responsibility”), employees have no way to understand what is expected of them or how to improve in order to advance their careers. - Insufficient focus on employee career development: There is no formal training on the frameworks or best practices used within the company. There are no technical sharing sessions from senior engineers, no sharing of business logic, and no support for professional certifications. Employees are rarely encouraged to propose and share their own ideas or solutions. - Rigid processes and inefficient workflows: Excessive time is spent on meetings (stand-ups, refinement, retrospectives, etc.), especially for new projects where frequent meetings provide limited value and consume valuable time and energy. The development framework is overly restrictive, requiring senior approval even for importing third-party libraries, even for fast-growing, well-known packages. Code modification requires a merge request and review every single time, which causes significant delays and wastes productive time. - Processes are particularly unfair for frontend developers, especially at junior level: Despite having the lowest level of salary, frontend developers are responsible for the most repetitive and sometimes mundane tasks. We need to handle requests from product managers, designers, and backend developers, which constantly interrupts and reduces our productivity. Even though we are already familiar with most of the codebase and workflows, our merge requests still require approval from others every single time, regardless of our proven experience. In addition, every task requires extensive self-testing and video recording, and this applies to everyone (not just those who regularly introduce bugs). Ideas and suggestions from employees who are not considered “high performers” are often ignored.