Organizational dysfunction from the top down - Recensione dipendente - Dipendente anonimo presso MX

MX moves quickly, which may not be the most enjoyable reality for some. But for me, I love it. I have had an incredible run at MX because I am learning and growing every single day. MX is genuinely mission-driven. I have learned that the leadership team will move mountains to ensure we abide by MX values. I am given appropriate authority to make decisions commensurate with my role and level and my work is directly linked to our mission. These aspects of work matter so much to me. I want to feel like the work I am doing every day matters. I want to feel like I am contributing with purpose. I want to feel like I have a voice - and I do.

There are still a lot of team members who are just here for a paycheck. That can be discouraging because you hope that everyone you work with cares about trying their best and being held accountable to working hard. Because I am committed to working hard, I have been highly rewarded and have progressed quickly in my career. I constantly hear from team members that they don't experience career progression but these are often the same people who just show up and do the bare minimum and hope to be paid well.

Since the return of OG leadership, things are getting back on track. Product strategy feels clear again. We’re delivering meaningful releases and driving quantifiable customer value. The energy is strong, and the numbers are trending in the right direction. It feels great to be part of a team committed to a clear mission, shared values, and actually getting things done. Great people, great product, and leadership I trust. There’s also real opportunity to grow.

MX operates as a meritocracy. Every role has clear performance expectations, and if you’re not meeting them, you should expect accountability (including PIPs). Personally, I see this as a positive—it keeps standards high—but it can feel intense for those not used to that level of ownership. There’s also a fair amount of ambiguity in many roles. Playbooks and SOPs aren’t always fully defined. While there’s solid foundational training on the industry and product, onboarding depth can vary by team and is often fairly high-level. If you value autonomy, this environment can be energizing. If you prefer structured guidance, it may feel challenging. There is a lot of great content and internal know-how—it’s just not always easy to find. That said, there’s a strong push to improve this, and tools like Rovo are already making a meaningful difference.