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      Skyscanner

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      Recensioni su Skyscanner

      Bullying Culture - Recensione dipendente - Administrative presso Skyscanner

      1,0
      19 ago 2019
      Administrative
      Consiglia
      Gradimento del CEO
      Pronostico commerciale

      Vantaggi

      Work-life balance Free snacks Coffee machine Fruits & snacks

      Svantaggi

      Extreme toxic work culture Management hasn't got a clue how to run the business People resign on a daily basis Only 4 black people work in the London office and a similar number in the Edinburgh head office - lack of diversity and management doesn't seem to want to do anything to rectify this lack of diversity You are expected to accept any feedback given to you regardless of if it is true or not. If you try to explain/defend or give any feedback you will immediately be fired. I was told nothing that I had to say was important. As a new starter, you are expected to know how their system works on day one and if you make a mistake on day one that will follow you in month 3 even if you are no longer making that one simple mistake that you made on day one of starting with the company Bullying environment Management sit around in meetings all day wondering why so many staff are handing in their notice even though these leavers feedback the exact same things I am describing here to them in their so-called ambushed leavers exit interview and on Glassdoor, they still don't accept these reasons and act oblivious to it Worst company I have ever worked for in my 15 years of working in this field The engineering management team don't have a clue about what they are doing. The manager I supported doesn't seem to know how to open a word document when I was asked to create an end of the day task list in order to micromanage me even though they preach that they are an open inclusive culture where you manage your workload with no micromanagement. He's afraid of making any decisions, hides behind his management team to make key decisions for him If you do join this company be sure to keep your mouth shut and not give any feedback even if they encourage you to do so and say they are open to feedback - this is a trap The company’s future is questionable when compared to their other top competitors who treat staff with respect and value. At Skyscanner, they have a high turnover with staff and are constantly recruiting because people are constantly leaving Their onboarding is extremely poor for new members of staff

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      5,0
      30 apr 2026
      Dipendente anonimo
      Consiglia
      Gradimento del CEO
      Pronostico commerciale

      Vantaggi

      Great culture. You truly get the sense that people care for one another and want the full team to succeed, not just individuals. High exposure to commercial strategy early on Even in junior roles, you’re not just pushing buttons, you're helping to solve complex challenges. That’s rare and valuable. Cross-functional visibility. You get a front-row seat to how product, commercial, and marketing intersect, especially in Ads. Good place to understand how a travel marketplace actually operates. Ownership culture (if you lean into it). If you’re proactive, you can carve out scope quickly. Global exposure. Working across regions (Americas, EMEA, APAC) gives a broader view of how airlines and OTAs operate differently, which is useful for long-term career growth.

      Svantaggi

      All the flexibility and benefits above come with the con of being a bit too flexible at times, leading to gaps in effective tooling and resource to tackle things in a timely manner. However, this is mitigated by the collaborative culture.

      1,0
      22 feb 2026
      User support
      Consiglia
      Gradimento del CEO
      Pronostico commerciale

      Vantaggi

      -Nice offices -Free snacks -When working home, pretty good -Decent pay but could be better

      Svantaggi

      -They force you to come into the office unnecessarily when all of your work can be done from home -Toxic frat party culture, they have too many after work hour social events that feel mandatory -If you don’t partake in their social events you are alienated from advancing in the company since it’s a popularity contest and mostly based on favoritism -Impossible to transfer to another department or advance in any way, if you want to grow; hell even get a raise, don’t count on it (unless you are friends with the right people) -Incompetent managers with little people experience and fewer brain cells -Little to no diversity and lots of ignorance on these topics.

      3
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      Risposta di Skyscanner
      3mo
      Thank you for taking the time to share your experience. It is clear that aspects of your time here did not meet your expectations, and that is taken seriously. The company operates a hybrid model with an average of two days per week in the office (eight per month). This approach is designed to balance flexibility with the benefits of in-person collaboration, including stronger team connection, shared context, and opportunities for creativity and innovation. At the same time, there is recognition that individual circumstances vary, and flexibility remains an important principle. Social events are intended to be optional and inclusive. Some of our connection events such as breakfasts or lunches are hosted during working hours to ensure people can attend, and others, like our monthly socials, are hosted in the afternoon. In any case, colleagues are free to join or leave as they choose. These initiatives are designed to create opportunities for connection across teams rather than to influence progression or visibility. Progression and compensation decisions are based on performance, assessed through structured processes. These include calibration discussions involving cross-functional stakeholders and People partners trained to identify and challenge bias, with the aim of maintaining consistency and fairness. Diversity, equity, and inclusion remain a priority area. Dedicated teams work with leadership to implement policies and practices that support an inclusive environment and improve representation. This includes targeted efforts to increase diversity across different roles and levels, alongside ongoing work to strengthen awareness and capability across the organisation. Colleagues are encouraged to share feedback through both direct and anonymous channels so that gaps between intent and experience can be identified and improvements can continue, with the aim of enabling everyone to do their best work, grow, and feel a sense of belonging. Thank you for sharing your perspective; it is taken seriously and will be considered as part of ongoing efforts to shape the employee experience.
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