Working at TRR - Recensione dipendente - Senior Software Engineer presso The RealReal

5,0
19 mar 2021
Consiglia
Gradimento del CEO
Pronostico commerciale

Vantaggi

* kind, humble, intelligent coworkers * extremely inclusive environment (60% of board members are female) * management listens and makes changes based on requests (we use OfficeVibe to get an idea of how people are feeling) * challenging, complex technical features (this is considered a pro because the problems we're solving are very interesting from a technological perspective) * Julie Wainwright. She is so approachable and down-to-earth, but also a fierce promoter of equity, inclusion, sustainability, and change * focus on social impact. We sponsor Black Girls Code, One Tree Planted, Black Retail Action Group (BRAG), Nurse Heroes, UN’s Fashion Industry Charter for Climate Action * employee resource groups that support communities in our company (Black Employee Network, Latinx, LGBTQ+, Asian Pacific American, Women, Veterans & Military Families) * continued education. We have specialized groups (frontend, elixir, database, kafka, etc) led by subject matter experts who hold trainings, discuss new and upcoming technologies, and best practices. * stock options * everything

Svantaggi

* SF office is far from public transit (but it has gorgeous waterfront views). This isn't really applicable now since we're still working remotely, but I'm not looking forward to having to drive to Bart, Bart to downtown, then take a shuttle to the office again. But, frankly, this is the only thing I could think of.

Esplora altre recensioni su The RealReal

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

Vantaggi

Overall, the receiving team is very sweet and engaging. They try to help you when you need it or ask for it.

Svantaggi

When you don't reach your goal, they do get on you/

1,0
29 mag 2026
Consiglia
Gradimento del CEO
Pronostico commerciale

Vantaggi

Good peer group of women on the team. Mileage reimbursement is provided.

Svantaggi

Extremely high sales quotas that are difficult to consistently achieve, paired with limited compensation upside even when goals are met. The organization feels top-heavy, with too many layers of management relative to the field team, which creates inefficiencies and slows decision-making. Management style can feel overly micromanaged and at times more focused on process and tone than actual business growth or performance metrics. There is limited perceived career growth, and compensation does not scale meaningfully with experience or performance. Overall morale among the sales team is low, and employee concerns around workload, pay, and structure do not always feel addressed in a meaningful way.

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