5 Years In: Here's Why I'm Still At Podium - Recensione dipendente - Director of Product Management presso Podium

5,0
3 ott 2023
Consiglia
Gradimento del CEO
Pronostico commerciale

Vantaggi

Ownership: Here, you "think like a founder." This isn’t about buzzwords - it’s about rolling up your sleeves, making decisions, and owning outcomes. It’s genuine, it’s rewarding, and it’s challenging. Constant Learning: Five years in, and no two days are the same. There’s always a new challenge to tackle, a problem that needs solving. It keeps you on your toes. Pace: We move fast, but with purpose. The success of businesses worldwide relies on our platform, and that significance isn't lost on anyone here. Open Dialogue: The hierarchy doesn't mirror the communication structure. Whether you're just starting out or have been here for years, your input is both sought and valued. Balanced Optimism: While we’re always aware of potential hurdles, we approach them with a proactive, solution-oriented, can-do mindset.

Svantaggi

The startup grind is real. The pace, expectations, and responsibility can be a lot, especially when everything feels urgent.

Esplora altre recensioni su Podium

5,0
4 giu 2026
Consiglia
Gradimento del CEO
Pronostico commerciale

Vantaggi

Great pay, high performing culture and coaching

Svantaggi

High pressure, some can’t handle it

3,0
6 lug 2026
Consiglia
Gradimento del CEO
Pronostico commerciale

Vantaggi

Great coworkers, lower-middle management, product, PTO “unlimited” which isn’t true but does allow flexible usage, generous 2 days off for many holidays, and catered food ~3 times a month, regularly stocked fridge with energy drinks, soda, and water.

Svantaggi

Top down leadership disconnected from sales and customer success team. Little coordinated efforts between nearly every department. Overhauled the pay structure Jan 2026, getting rid of the performance based promotion and pay scaling. Preventing OM’s from making the advertised 77k leading to many of us now stuck at 60k or 66k w/ a horrible annualized raise schedule (high performers not getting raises left waiting for potential raises that likely won’t come this year). Nearly nonexistent HR that is hard to get in communication with.

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