Klaviyo Leadership Employee Reviews
What do you like best about the leadership team?
Accessibility and presence in office
Review from Operations Dept
Super transparent and gives opportunities for many Q&A sessions to get anything unanswered, answered.
Review from Customer Success Dept
I'm on the HR team- and frankly the leaders on this team are incredibly invested in my development. Its what has kept me here
Clear communication, and collaboration are key!
Review from Sales Dept
Committed to improving things after a period of a lot of change
Review from Operations Dept
Pragmatic, transparent, motivating, and they set a high bar around quality and collaboration that makes everyone highly effective at and engaged in their jobs
Review from Engineering Dept
They appear to be employee-focused, and appreciate a culture of learning. They also seem smart and willing to challenge the status quo.
Review from Engineering Dept
They try to be transparent.
Review from Customer Success Dept
Clarity of purpose and direction
Review from Customer Support Dept
They are involved, they listen, they take action, and they have vision (especially our CEO).
Review from Product Dept
They're open, and they're always keen for feedback - about the things that are going well and things that aren't or that I think should be improved. I can also see that feedback has been actioned, it's not just in one ear and out the other.
Review from Customer Support Dept
Many of them are parents and understand the importance and value of maintaining a healthy work life balance.
Review from Sales Dept
The leadership team just cares, for starters. From the very top. That is huge. They care about the mission, they care about their people, and they care about their customers. Everything bleeds for there regarding communication, consistency, etc.
Review from Customer Success Dept
Transparency , Honest and loyal
Review from Customer Support Dept
Love their transparency when it comes to financial and making complex topics approachable. I also feel like we have a solid vision for where we want Klaviyo to go.
Review from Marketing Dept
The Leadership Team has a great vision of what Klaviyo could be, but I don't think the plans always take into account the lift it takes from individual contributors like those on the support team
Review from Customer Support Dept
My manager challenges me (In a good way!) & helps me to grow and develop as an individual contributor.
Review from Customer Success Dept
Transparency - clear goals - they support and champion the need for partnerships in the organisation.
Review from Sales Dept
My direct manager and VP are fantastic. They do champion for the success of my team.
Review from Finance Dept
They are energetic and transparent! That is so important to keep up morale amidst changing priorities. They are clear about the state of our business and what our strategy is and why.
Review from Product Dept
What does the leadership team need to get better at?
Respecting employee's feedback, improving upon current state, and being transparent with what work is being completed
Sharing the vision, showcasing how each person plays an integral part into AB's goals; sharing AB's goals.
Review from HR Dept
don't give false promises such as "we don't foresee layoffs" but then lays off 33 people. AB is also very against bonuses which hurts morale in the company overall
Review from Design Dept
More proactive communication is needed. Strategy and priorities feel very disjointed. It's difficult to keep up and the company targets are constantly shifting.
Review from Operations Dept · See Klaviyo's Response
Communication : AB rants on all company Town Hall meetings
Review from Operations Dept · See Klaviyo's Response
Maintaining focus on market opportunities, moving faster, and not getting distracted by initiatives unrelated to our core business
Review from Sales Dept · See Klaviyo's Response
The team needs to get better at focus. Too many priorities. Chasing shiny things.
Review from Finance Dept · See Klaviyo's Response
Setting clear, realistic and achievable goals and following through on them. Provide greater transparency to rank and file. Think more critically about the impact of organizational changes. Provide more support for teams which are not directly engaged on priorities but which are required.
Review from Engineering Dept · See Klaviyo's Response
Look critically at the work and plan. Being reactionary means teams are working 80 hours a week and burning out. And the work isn't always smart/impactful. It's typically a band-aid or knew-jerk reaction.
Review from Marketing Dept
Downward communication, hard to know what's being discussed, plans, thoughts on goal performance, etc