Product leadership has no leadership experience - Recensione dipendente - Dipendente anonimo presso Ria Money Transfer

1,0
13 feb 2020
Dipendente anonimo
Consiglia
Gradimento del CEO
Pronostico commerciale

Vantaggi

Great people at the ground and director level in most teams. The work makes you really feel like you’re helping people at the end of the day.

Svantaggi

Product team recently went through a change in leadership and former product leadership was doing a great job. They were replaced with leadership who have never been in that role, and have never had any leadership experience or direct reports. New product leadership seems to be shifting the office hours from 9am-5pm to 2pm-12:00am (or they just are showing up late, because they can). The other teams are expected to collaborate with these product team members, but they are rarely in the office due to having to do the same job for the sister company of Ria. There are no business analysts (there is one Project Manager who really is great at their job, but they’re not allowed to do their job). Employees are expected fill these gaps and perform their normal duties until the team gets to full staff, this team has never been full staff and cannot retain business analysts or project managers. There seems to be a push to fill the office with people who require a Visa and will work more hours for way less pay than market rate, which is unfortunate for those people who could make market rate at any other employer in denver

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

Vantaggi

Great place to learn customer service! Great atmosphere Consistent schedule

Svantaggi

Stress when cashing checks Working alone the majority of the time

1,0
26 feb 2026
Consiglia
Gradimento del CEO
Pronostico commerciale

Vantaggi

Some people are great to work with

Svantaggi

Compensation is significantly below market for product roles in fintech. You are expected to operate at a high strategic level while being paid closer to mid-tier startup salaries. Equity is used as a selling point, but stock performance has been consistently weak, making that upside questionable. Frequent restructuring makes long-term roadmap planning almost impossible. Entire teams can disappear after a quarter of strong performance if cost targets are not met. Senior talent is often removed under “cost alignment” language and replaced with lower-cost labor in other regions. Promotion criteria are vague. Results alone are not sufficient. Executive proximity and political alignment carry disproportionate weight.

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