The awesome location, smart people, and exciting work environment make Twitter the best job I have ever had. - Recensione dipendente - Operations Engineer presso X

5,0
3 apr 2013
Consiglia
Gradimento del CEO
Pronostico commerciale

Vantaggi

The perks are great (free beer on tap, free meals and snacks), the people are wonderful, and the work is exciting as heck. I'm always happy to go into work, and happy to be at work. I'm surrounded by incredibly intelligent people, working on exciting technologies, solving interesting scaling problems that nobody else has dealt with, and learning new things every day.

Svantaggi

HQ is located in a very sketchy neighborhood (Civic Center / Tenderloin), and I've often walked past heroin addicts shooting up on the sidewalk. There's plenty of homeless and desperately poor folks, but I'm not harassed by them. It's a little depressing, but Twitter makes a strong effort to encourage its employees to help out the locals in some small way. There is a certain amount of growing pains at Twitter, and some of us newer folks often ask ourselves "why did this get implemented this way", but that's common at any startup. Some of us from the big companies (Google, Yahoo, Facebook) know there's better ways to accomplish the same task, but that's why they hired us. There is also a certain amount of groupthink at Twitter, but I don't think that's any different from any large corporation.

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5,0
11 giu 2025
Consiglia
Gradimento del CEO
Pronostico commerciale

Vantaggi

great community for web engineers. lots of mentorship available sessions to knowledge share really helped with growth

Svantaggi

lots of projects do not make it to production lots of hoops before projects have a chance to be developed or make it hopefully to production

1,0
23 giu 2026
Consiglia
Gradimento del CEO
Pronostico commerciale

Vantaggi

The company offers good benefits and company wide perks.

Svantaggi

The Finance and Accounting department suffers from favoritism, nepotism, and poor leadership. Promotions and opportunities appear to be driven more by personal relationships than by performance, contributions, or expertise. The Accounting Controller demonstrates biased and unprofessional leadership, which has created a culture of low accountability and poor morale. High performers are often overlooked while favored individuals continue to advance despite limited contributions. The department relies heavily on outdated and manual processes that create inefficiencies and unnecessary work. There seems to be little urgency to modernize systems or improve operations. The culture also tolerates underperformance, with inconsistent expectations and accountability across team members. This can be frustrating for employees who value merit, professionalism, and continuous improvement.

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