This company is on its way to going belly up - Recensione dipendente - Office Administrator presso Ripple Fiber

1,0
9 mar 2026
Consiglia
Gradimento del CEO
Pronostico commerciale

Vantaggi

Competitive pay, good benefits, positive work environment for the most part. I really liked my job initially, until being unexpectedly laid off with another 100+ people.

Svantaggi

The HR department is beyond IMPOSSIBLE to get ahold of. Even the head of HR is useless. They laid off 100+ employees recently including executive level employees w/ no warning and have fully shut down offices. The severance options were for just 2 weeks across the board, whatever level of employee you are. The rumor is, this company isn't going to last another year, they have no one as of right now even running the Michigan offices, and the only people safe from lay-offs were pretty much construction teams. GET OUT WHILE YOU CAN.

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

Vantaggi

great place to work would recommend to developers

Svantaggi

salary could be better below market price

3,0
6 mag 2026
Dipendente anonimo
Consiglia
Gradimento del CEO
Pronostico commerciale

Vantaggi

There are a lot of genuinely good people across the company, and most employees are collaborative and willing to help each other. Compensation is generally fair for the actual workload and level of responsibility, although titles tend to be inflated compared to the broader market. Benefits are competitive, and the company appears to be well funded with enough backing to remain stable long term. There are also a few strong leaders within the organization who care about execution and their teams.

Svantaggi

Leadership consistency and communication need significant improvement. The company moves very quickly, but many decisions feel reactive rather than strategic. Initiatives are frequently changed or abandoned before there is enough time to properly evaluate whether they would succeed or fail. Senior leadership communication, especially during layoffs and reorganizations, has been some of the poorest I have seen in my career for situations that directly impact employees' livelihoods and morale. Bonus structures are weak for many roles and have changed multiple times with little transparency or predictability. There also seems to be a pattern of holding individual contributors accountable for broader organizational or leadership failures instead of addressing root causes within management. Executive leadership appears resistant to making meaningful leadership changes even when recurring issues are obvious to employees.

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