A paycheck and not much else - Recensione dipendente - Analyst presso Diligent

2,0
5 set 2023
Consiglia
Gradimento del CEO
Pronostico commerciale

Vantaggi

The salary was competitive when I started working full time for Steele, the legacy ABAC third-party investigation unit, in 2015. Each new generation of upper management seemed to want to create a real company culture.

Svantaggi

Upper management never could actually create a real company culture. The division I worked for was exclusively online. Generally speaking, the company promoted managers who were willing to work extreme hours and/or take advantage of their immediate reports but not people who could (or had the time to) actually manage or provide a growth-oriented career path for employees. Communication was consistently non-existent. Most people the company hired were not capable of doing the work when they started and the company refused to invest the time to train them up to it quickly. New hires would then spend years doing inadequate work with no consequences or effective training to change their aptitude. This left a lot of work for those crunched between managers and new hires. In the end, it was just a paycheck. After 8 years of working for them, I gave my 2-weeks notice. On my last day, one person reached out to say goodbye.

Esplora altre recensioni su Diligent

5,0
2 mag 2026
Consiglia
Gradimento del CEO
Pronostico commerciale

Vantaggi

can be challenging but rewarding. team culture is good

Svantaggi

sales positions don't open up fast enough

1
2,0
11 mar 2026
Dipendente anonimo
Consiglia
Gradimento del CEO
Pronostico commerciale

Vantaggi

The product is market-leading, and the space is genuinely interesting. There's no shortage of smart, capable people at Diligent. A lot of talented managers exist within the org who could do more if given the room.

Svantaggi

Direction changes constantly — sometimes it feels quarter over quarter. The result is widespread burnout and an inability to execute. Senior leaders rarely push back on the CEO, which means teams absorb every strategic shift without warning or context. HR leadership prioritizes serving the executive team over the broader employee population. The HR team is stretched thin and operates more like a compliance function than a culture or development partner. (Turnover within HR leadership has been notable.) Pay is below market. The equity program is opaque, poorly managed, and functions more as a retention mechanism than a genuine benefit (with no clear path to liquidity). There's a meaningful gap between what the company says it stands for—especially around employee experience—and what it actually delivers internally.

11
avatar
Risposta di Diligent
2mo
Thank you for taking the time to share such thoughtful feedback about your experience. We truly appreciate you recognizing the strengths of our product and the talent across our team, and we’re glad to hear the space feels interesting and compelling. We also recognize that as a company focused on governance, risk and compliance, that it’s critical to hold ourselves to the same high standards internally. Through our monthly pulse surveys, we listen to our team, learn and actively work to strengthen any areas of feedback from alignment to transparency, or accountability across our leadership teams. In fact, one of our OKRs is focused solely on ensuring we have an empowered and accountable team, which we rally around as an organization. We appreciate other sources of feedback like yours, as it is an important part of that effort. Our People team is committed to supporting an elevated employee experience and continuously improving how we listen, respond, and evolve. While we won’t always get everything right on the first try, we are highly focused on continuing to iterate and making meaningful progress to ensure our actions reflect our values. We encourage continued feedback and appreciate you sharing your perspective. If you’d like to provide any additional context, please feel free to reach out at: HRConfidential@diligent.com
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