Feature factory, wannabe "technology" company that traps bonuses with lofty goals - Recensione dipendente - Senior Software Engineer presso Angi

4,0
4 mag 2022
Consiglia
Gradimento del CEO
Pronostico commerciale

Vantaggi

Amazing comp and benefits. Flexible work life balance. New hires bringing about exciting ideas/changes in culture. Exciting time to join with a ton of interesting problems to solve.

Svantaggi

Existing codebases are poorly maintained with little to no testing. Your bonus will be locked behind a "goal" to which you may or may not be able to contribute. Company defaults to status quo - disallows ICs to experiments without data to backup doing the experiment. Engineers have been brow beaten by their product peers to the point that they've given up voicing their ideas. Business/product organization is inflexible to change and experimentation. Business/product values "the user" but continues to prioritize revenue and new functionality. Product org struggles to function beyond more than a mere feature factory; spends little to no time understanding the users wants/needs/problems.

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Risposta di Angi
4y
Thank you for taking the time to leave a thoughtful review. We believe in creating a culture where team members can bring their best selves to work, which includes providing meaningful benefits and attracting (and retaining) individuals who are passionate about driving our mission forward. It's great to see this resonates with you and we appreciate your additional feedback related to our technology practices. One of our core values is "data drives opinion" and we rely on this to ensure that the decisions we make are made for the right reasons and that they set us up for long term success. This includes, but is not limited to, segmented user testing, A/B testing, and focus group feedback on our customer journey, all of which help to inform new features so we can be better today and perfect tomorrow. We recognize experimentation is important so we can pivot quickly and tailor our platform and services to the needs of our customers. This is why all product engineering teams are encouraged not just to be direction takers, but rather to align on the problems we are solving, partner with product managers to define MVPs and how we'll measure success, and deliver code with a "leave it better" mentality that supports comprehensive test coverage on new work as well as incremental improvements to our legacy code base. This is also why we include automated testing in both our job descriptions and career rubric for software engineers. Feedback is always welcome and we encourage team members who feel their ideas are stifled to reach out to their manager or myself directly. We believe in "disagreeing as individuals and delivering as a team" as we set our sights on continuing to be a leader in the home services industry. Our goals are shared across the business and like many organizations, annual bonuses are driven by both individual and organizational performance. This shared responsibility ensures alignment on both projects and priorities and we are excited at the momentum we have driven this year across many key initiatives. We appreciate you sharing your Angi journey and hope you experience the positive impacts of our practices over the coming months! - Amit Gulati, SVP Engineering

Esplora altre recensioni su Angi

2,0
29 mag 2026
Consiglia
Gradimento del CEO
Pronostico commerciale

Vantaggi

The culture is generally positive, and leadership is accessible. Management is willing to meet with employees and listen to concerns. There are talented people throughout the organization, and the work can be rewarding if you enjoy sales and helping businesses grow.

Svantaggi

The biggest challenge is the compensation structure. The company promotes uncapped commissions, but many employees feel earnings are effectively controlled through continually increasing quotas and changing performance targets. Revenue and nominal goals are adjusted so frequently that it can feel like the finish line is always moving. What's particularly frustrating is that the majority of the sales team often struggles to reach 100% of quota, yet goals continue to rise. This creates the perception that compensation expense is being managed through quota increases rather than by allowing top performers to fully benefit from the revenue they generate. Over time, this can discourage high achievers. Employees who consistently perform well are often expected to deliver significantly more results each year just to maintain the same level of compensation. When exceptional performance is met with ever-increasing targets instead of proportionally increasing rewards, motivation suffers.

2
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Risposta di Angi
2w
Thank you for taking the time to leave a review. We are glad to hear that you find management accessible and enjoy working alongside the talented individuals across our team. We also hear your concerns regarding our compensation structure and quota adjustments. Our goal is always to balance company growth with fair, motivating, and rewarding compensation for our sales team. Your point about the importance of consistency and transparency in goal-setting is well-taken. Thank you again for helping us identify areas where we can improve.
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