Not a good experience - Recensione dipendente - UX Strategist presso Nacar Design

1,0
17 ott 2024
Consiglia
Gradimento del CEO
Pronostico commerciale

Vantaggi

Some people from the team in my account were amazing. Great professionals, hard working, kind, smart and creative. Workload is not a lot, slow processes in the client side makes it imposible to move forward anything. Also Nacar offers some really good trainings for their employees.

Svantaggi

Basically you are a contractor for one of their clients. On Nacar's side, HR team will not support you and would just please the clients. They make the best - for Nacar - out of every situation. You can not trust HR team. On the client´s side, they have only one big client, a big corporate that treats external workers with disrespect, micromanages them, and have zero technical knowledge. You will not learn anything. A second minor client is a pharmaceutical, though people on Nacar working there seemed happier.

Esplora altre recensioni su Nacar Design

3,0
16 ott 2025
Consiglia
Gradimento del CEO
Pronostico commerciale

Vantaggi

- Major clients with interesting projects - Good atmosphere and internal culture - Great team - Flexible working hours

Svantaggi

- You do not receive salary increases or seniority - Your salary is below average - You remain with the same client for a long time

2
1,0
10 feb 2025
Consiglia
Gradimento del CEO
Pronostico commerciale

Vantaggi

The office environment and location are visually appealing, and at first glance, the agency presents itself as a welcoming and supportive workplace. For juniors, it can be a decent starting point, providing a sense of community and an opportunity to gain experience. However, as career growth progresses, the underlying lack of transparency in communication and professional development opportunities becomes evident. The company’s priorities in selecting who advances and who is replaced reveal a pattern of short-term thinking rather than long-term investment in talent.

Svantaggi

The agency presents itself with a warm, family-like culture, but in reality, it operates as a typical middleman—prioritizing its own margins over long-term employee growth. They secure talent for companies, taking a significant cut of salaries, only to replace experienced professionals with cheaper junior hires when it suits them. Onboarding is poorly structured, yet when it comes to ending contracts, the process is swift and impersonal. Promises of career development and stability often don’t align with actual practice.

3
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