Diligent

2,0

28 giu 2023

Senior product manager

Consiglia

Gradimento del CEO

Pronostico commerciale

Vantaggi

Competitive Salary. Good benefits. Nice people.

Svantaggi

• 6 rounds of interviews - and none of my interviewers were with the company by the time I left. I was there for 1 year. • At the time of hire, the company culture was suffering extremely from their “business transformation” (read: mass layoffs). Attempts to backfill and hire “cheaper” resources in Budapest were failing. • At 6 months in, the organization shifted structurally from a “Product-led” organization (technology rolls up to product) to separate engineering and product departments. A CTO was placed. This is bad news for PMs with vision. • When new leadership was asked how long some of these organizational changes would take. The answer was 3 weeks. They did not have a finalized list of products by the time I left, 6 months later. • At 8 months in, all NZ-based and US-based engineers were laid off. Note: This company was primarily NZ and US-based for much of it’s existence. • Many acquisitions over the years that have never been integrated into the business or technology. They operate as if separate entities. • Depending on your corner of the organization, there are a lot of people working hard to push paper around. I had to push it around, too. It’s just the way it is there. • There was a running internal joke that “Galvanize bought us with our own money”. From what I could see, Galvanize had much more mature product management practices. Diligent would benefit from them. They were just beginning to instate discovery briefs when I joined. • There’s a strong public push for ESG, but there were individual plastic-wrapped plastic straws for our convenience in the office. (This just bothered me a lot.) These are the objective conditions that shaped my experience.

Risposta di Diligent

Thank you for your feedback. We are disappointed to hear this was your experience, as it certainly does not describe the environment that we strive to foster for our colleagues. Clarity around compensation expectations during the interview process is deeply important to us, as is ensuring that our interviewing team members are set up for success in describing the opportunities for growth and development at Diligent. We are a rapidly expanding company with ambitious goals, and we recognize how much change we’ve undergone in the past several years. Following acquisitions and other major transitions, there is natural turnover that often occurs at all levels of the organization. For those who leave voluntarily, we’re continuously learning, taking onboard feedback and working to improve our offerings and our culture across our locations. That said, we are also excited to see a number of former colleagues return to Diligent! Regardless, we understand that losing colleagues and leaders can be difficult, no matter how they depart the business. Any decisions related to talent are not made lightly—we deeply value our team members, their expertise and their commitment to serving our clients. As we continue to grow and scale our team, we are also investing in extensive onboarding, training and enablement to equip our employees for success and retain talent across all levels of the organization. Our goal is to build upon a supportive culture within our teams and empower our employees to serve our clients optimally. We’re creating something new and ambitious, and we have enormous expectations for what our team can accomplish. We may not always get it right, but we strive to learn as we grow and get closer to our exciting goals. We would very much like to discuss this further with you.If you are comfortable, please reach out to our confidential email, hrconfidential@diligent.com, to share your concerns in more detail. Thanks again for your feedback. - Avigail Dadone, Chief People Officer

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