Alkami Technology Leadership Employee Reviews
What do you like best about the leadership team?
They take ownership when they aren't doing what they should (ie, communicating enough/clearly)
Review from Engineering Dept
They seem to work on requests from emloyees
Review from Customer Success Dept
I like the transparency and willingness to change and evolve.
Review from Marketing Dept
good good good good good
Review from HR Dept
What I appreciate most about the leadership team is the trust they place in my ability to perform my role. I also value their transparency on key matters, such as the information shared in the recurring newsletters and All Hands.
Review from HR Dept
Very informative and supportive. Leadership Team is very interactive.
Review from HR Dept
I like that everyone truly works together, never creates more pressure than needed. and communicates expectations clearly.
Review from Sales Dept
ELT understands work life balance
Review from Sales Dept
I feel as Stephen and Alex are fully invested and know the business better than all of us.
Review from Sales Dept
Their transparency regarding issues and growth opportunities.
Review from Sales Dept
It's not really their fault things are unclear, the market is odd with AI coming in and changing just about everything with the company. Lots of fog of war right now but I'm sure when it clears a little we'll have a better idea.
Review from IT Dept
The leadership team is very easy to approach.
Review from Customer Success Dept
response is N/A at the moment
Review from Customer Success Dept
Keep up the good work
Review from Sales Dept
I am listened and the Company's goals and missions are clearly communicated.
Review from Finance Dept
My immediate manager is responsive and looks after my best interests.
Review from Customer Success Dept
They genuinely care about our employees and our clients and want everyone involved to succeed.
Review from Customer Success Dept
They seem to always treat people with respect.
Review from Customer Success Dept
They are very involved with the company as a whole making sure everyone feels included
Review from Customer Success Dept
They have a wealth of experience.
Review from Sales Dept
What does the leadership team need to get better at?
Not changing vision and fixing the problems that actually exist. Focusing too much on OMB and not the other lines of business, while pushing a narrative as one company
Review from Customer Success Dept
Too many changes that may create short impact but don't overall better the ability to service our customers or create a better more collaborative environment where we can succeed at the highest level. Lower leadership choices - who is leading the teams at time is questionable.
Review from Operations Dept
Focusing more on people, and less on productivity causing burnout.
Review from Engineering Dept
Capacity planning for a more realistic workload and prioritizing customer sentiment over revenue goals
Review from Customer Success Dept
Remove individuals from the organization who do not align with Alkami long-term goals, and are creating obstacles to be successful. Do not allow key leaders to prioritize politics over client outcomes. Prioritize reduction of tech debt and create a center of excellence of tools.
Review from Operations Dept
Listening to their employees Following through on next steps when it comes to process improvements and employee concerns.
Review from Customer Success Dept
CXG leadership needs to get better at scoping how much and what is assigned to their team members. The team is completely drowning, and there seems to be very little concern or plans to help alleviate this issue. They should also get better at incentivizing their team.
Review from Operations Dept
Higher and more competitive pay.
Review from IT Dept
Communication. Accountability. Proactive management. Efficiency. Clearly define roles. Return to one team and restore the culture that kept great people from leaving. Accountability and Communication are non existent
Review from Sales Dept
A clear direction on what Alkami is a company and focus on making our digital banking platform best-in-class.
Review from Engineering Dept
Thinking long term. Building a sustainable, scalable, business.
Review from Customer Success Dept
Genuine caring, less nepotism, and trusted collaboration.
Review from Product Dept
Preserving the culture of collaboration and professional trust. Respect for concerns - allow clarifying questions without becoming defensive... take feedback in good faith, as we're asked to do about roll-outs of huge changes.
Review from Engineering Dept
Prioritize human-centric leadership over a metric-driven approach; foster stronger work-life balance; adopt a 'fail forward' approach to replace current fear of mistakes with a growth mindset; Model approachable, equitable relationships across all levels; apply expectations consistently to everyone
Review from Finance Dept
The managers and directors on my team are very much out of touch with what our work is like day to day or even what or how we do things for the company. They are not very good at communicating clearly with us causing double work or work finding out answers they should be handling working with other
Review from Legal Dept
Listening to employees about their concerns and hiring onshore to show that they care about us as employees and not only as costs to be cut
Review from Engineering Dept
Valuing employees. Understanding what individual teams do. Actually integrating the companies they purchase. Employing quality managers at all levels. Employing quality people instead of buddy buddy hires
Review from Engineering Dept
Understanding that AI should not replace people. We essentially have a skeleton crew in Support, resulting in a poor customer experience for most of their submissions.
Review from Customer Support Dept
The leadership at MANTL only cares about revenue activation. They do not care about employees or what is best for the customer.
Review from Customer Success Dept
Incentivize high performers with actual differentiating pay structures. There is little to no difference between someone who is exceeding expectations, and what they are able to receive vs someone who is meeting expectations. Naturally this gives high performers little reason to want to stay.
Review from Engineering Dept