Peak

1,0

16 lug 2023

Consiglia

Gradimento del CEO

Pronostico commerciale

Vantaggi

Best career progression I’ve seen anywhere ! You can apply to be an engineer and if you fail to qualify, but the management still sees the “potential” in you, you can be hired as an admin. If your talent is not being fully utilised, you get promoted to the Talent/Hiring team where you hire engineers as “amazing” as yourself After hiring so many “great” engineers you get promoted to the most useful field in the engineering, the “Agile” team. Here you help actual engineers “improve”.

Svantaggi

If you’re a mid-level engineer, joining this company is equivalent to career-suicide. They have promoted people with absolutely no managerial experience to lead/manager position. People who could have been good engineers are just bad managers. Since they have no experience of being in that position, they can’t guide you through your career. They are essentially puppets of the upper management. Company’s tech stack revolves around AWS and AWS alone. Whatever the requirements, they will fit it into AWS services. They don’t want to try any new technology under the pretext of being “legacy services”. The code base is just plain bad and most current engineers don’t even know what it does. The few who do, either don't know how to explain it or don't want to, to keep their own usefulness intact. The less said about the product, is better. In their pursuit to make a “platform”, they have made so many useless products and wasted engineering resources, without any proper research or need. A lot of projects are dead on arrival. They hired too many people who didn’t even fit the profiles, which resulted in them getting fired within few months. Interviews were taken by people who didn’t have any idea of what they were doing. Most of the interviewers just wanted to show off to the candidates.

Risposta di Peak

Thank you for leaving a review. We were really disheartened to hear that you aren’t enjoying your time at Peak and you don’t feel there’s a safe space to share your feedback internally. Peak’s career development frameworks and learning and development resources support development of technical and soft skills. Combined with a number of career progression routes, both people management and technical, colleagues at Peak are well-supported to take the next step best suited to them. Team members at Peak have monthly development one-to-ones with their managers to review progress against predefined technical and values-based objectives, which feed into our biannual performance reviews. We are proud of our record of growing leaders at Peak and look forward to promoting team members that have met these objectives. If you have specific concerns, please reach out to our People team in confidence as they are best-placed to support. We hire world-class talent and do this through a multi-stage interview process. Here, a candidate meets several colleagues from across the business, including our Talent team, members of the team they have applied to join, and a final stage culture interview with a senior manager. The hiring decision is not made by one individual, but from collective feedback received throughout the process. With regards to our product, we are all in on AWS and this has enabled us to build an AI platform used by some of the world’s biggest brands. ‘Curious’ is one of our values and we are constantly striving to improve the way we work and how we continue to develop our product offering! Our Chief Technology Officer and co-founder, Atul Sharma, would be keen to hear your suggestions, so please reach out to him on Slack. If you’d like to expand on your feedback so that we can work together to action areas of improvement, our team engagement survey will be released this week. Alternatively, you can take advantage of our People team’s open hours, or chat to a member of the Exec team.

Where careers come to die - Recensione dipendente - Engineer presso Peak

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