Branch Employee Reviews

Bringing in revenue and having clear goals to do that

Leadership@Branch has lost its sense of humility as there has been a rapid turnover in the executive team in the past six months. All the focus has shifted to external factors affecting the company which means internal issues are getting neglected for longer durations. There is a need for balance.

Review from Engineering Dept

With the new leadership, there is still a big confusion of what my role is. It is still not 100% clear. Also, their orders are hierarchical which I have not experienced in the past years in Branch. I feel like Branch culture is interrupted.

To improve as a leadership team, it is crucial to focus on developing employees and making them feel invested in the growth and success of the company. Otherwise, employees may be more likely to leave for other roles that offer better opportunities for growth and advancement.

Purge current short-term HR and PeopleOps, and start over. Return to Transparency. Give actual action plan to meet 2023 goals.

Review from Engineering Dept

It's not unique to Branch, but unless you are vocal and extroverted, you get ignored by the compensation radar even if you are an extremely high performer. Recognizing quiet performers once every year without the compensation and equity bumps is meaningless and a fast track to attrition.

Review from Engineering Dept

I have a 10% cut from my previous salary.

Better alignment with my industry

when you're a top performer at branch, they tend to overwork you and put a lot on your plate, which doesn't necessarily come with title or pay or exposure increase.

I feel that we are not paid enough for the amount of work we do. Also we have the minimum Annual Leave days. There is no clear guidance for promotion, and promotion is often to those who make a lot of noise, not necessarily those that do the job they have been employed to do.

Review from Customer Success Dept

Less politics, and actually having everyone work towards the same goal.

Hiring optimized for agreeability over skill, and for compliance over leadership so there are multiple leadership and innovation vacuums. Most of HR needs to be purged and entrepreneurial spirit needs to be brought back into the priorities.

Review from Engineering Dept

Too many have never had jobs before, they require a lot of help. Too many are far too sensitive to work effectively.

Be more friendly and not stick to internal cliques

Review from Sales Dept

Provide an actual plan to hit goals and IPO.

Review from Engineering Dept

There is no clear direction

HR needs to be purged and restaffed. They're too inter-associated and are trying to bring the culture of their previous employers into the company. They are shockingly devoid of a working knowledge of Engineering organizations and culture. Simply look at who's left Branch in the last 120 days..

Review from Engineering Dept

There is far too much emphasis on acting like a family but calling it other things - collaboration, connectedness, developing relationships. We are here to do a job, not make a family.

Branch needs to continue to develop an exec team of new leaders who bring fresh ideas to the company. Changes so far are great and give me the impression we may be on the right track.

25% annual churn. Salt-lake effect. Ineffectual managers 90% in meetings of the week. Managers watching the charge from afar instead of carrying the flag into battle.

Review from Engineering Dept

Cross-departmental alignment on strategy could be improved.

Review from Marketing Dept