Vantaggi
In Infobip you can achieve a lot with enough proactivity - if you are not waiting for someone to push you to do so. If you are more of a passive, quiet operational worker you might not find it interesting in Infobip. Work life balance is good, you shouldn't expect people pinging you outside of working hours. There are plenty of free external and internal learning sources in the company. Another pro is working in a very organized and structured company - gives you a better insight on how big companies work and makes you more data-driven and aware of the processes a company needs to go through while exponentially growing. Since you're working in such a complex system you meet with different tasks, projects, and initiatives that you would rarely have the chance to work on in a smaller company. If you decide to move to a smaller company after Infobip, no doubt you will be a great performer because of the scope of your role and experience with diverse stakeholders. Working hours are flexible, there isn't a lot of noticeable micromanagement and generally a culture of trust is present when it comes to doing your job. However, people sometimes take advantage of this and work way less than they should.
Svantaggi
The organization went through some changes in the last year - so for someone who is not ready to adapt to change, quickly change priorities, and deal with ambiguity, this might not be the best choice. These changes sometimes make you wonder which direction is the company going in, so you have to deal with uncertainty. Also, the management is not that transparent in the process of making the decisions that have a big impact on employees. E.g. why did the company decide to go 3 days mandatory in the office - we didn't have clear data on why this was brought and based on which data (performance, employee engagement, employee satisfaction...). Middle management is also becoming less and less transparent. Although middle management is approachable and actively included in team work, lately the choice of people in those positions is questionable. A handful of leaders don't know how to do the job themselves, and are sometimes promoted to managerial positions because they are in the company for a long time or had some visibility in the company, but are actually low to average performers. Standards for promotions vary from team to team. The company lacks unity on this topic of who is a junior / mid / senior etc. Brings up questions of internal fairness.
