Terrible Company To Work For! - Recensione dipendente - Subject Matter Expert (SME) presso Version 1

1,0
1 lug 2025
Consiglia
Gradimento del CEO
Pronostico commerciale

Vantaggi

Remote working is a valuable benefit, offering flexibility and better work-life balance. The company also provides a solid pension scheme through a reputable provider.

Svantaggi

The company's core values appear to be more aspirational than operational, as they are not consistently upheld by leadership. The organisational culture is deeply flawed, largely driven by poor tone and behaviour from the top. There is a noticeable lack of standards and processes, and those that do exist are either poorly implemented or inconsistently followed. Opportunities for career progression are virtually non-existent. A pervasive blame culture exists, with frequent finger-pointing rather than constructive problem-solving. Employees often feel unheard and undervalued, despite their dedication and hard work. I’m genuinely glad to have moved on, with no regrets, as the environment was not healthy or sustainable for my well-being or professional growth.

Esplora altre recensioni su Version 1

5,0
4 mag 2025
Consiglia
Gradimento del CEO
Pronostico commerciale

Vantaggi

Great place to work with good work culture and amazing leaders

Svantaggi

There are no Cons only Pros

1,0
23 ott 2025
Consiglia
Gradimento del CEO
Pronostico commerciale

Vantaggi

The company has talented individuals in Europe and a solid delivery foundation. • Some strong relationships with Oracle in EMEA. • Opportunity could exist if Version 1 ever gets serious about properly investing in the U.S. market.

Svantaggi

No genuine U.S. presence or strategy. The company is almost unknown in North America, yet leadership expects instant growth without brand support, marketing, or resources. • Promises made, not kept. I was recruited with the understanding that I’d lead U.S. Oracle sales and have a team built around me. None of that ever materialized. • Unrealistic quotas and constant changes. Quota doubled midyear with no additional support or territory. • Leadership dysfunction. Roles, accounts, and territories were reassigned arbitrarily — often to overseas reps unfamiliar with the U.S. market. • Poor alignment with Oracle. Leadership rarely engaged with Oracle’s U.S. executives or partners, leading to lost opportunities and credibility issues. • Micromanagement without accountability. Decisions were made from abroad with little understanding of local dynamics or what it takes to win here.

3
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