Q&A With Billtrust Employees

Early on yes, but the focus of leadership on the bottomline has driven out talent.

They believe he argues for his opinion to be right and doesn't have a longterm plan.

They think he has a big ego, is difficult to talk with, and plows ahead with his own way

Poor. Expected to work as many hours as possible to achieve the bottomline.

Praised for those that work 60 hours a week.

Unify the departments under the same goals rather than conflicting agendas.

Create unified goals rather than setting up departments to battle each other

Billtrust tends to move at the speed of light and not everyone has time to be as proactive as needed. Since there are a lot of top performers working here, many wish they had more time in the day to go beyond status quo.... so the improve we may need to spend more spend on workplace tools and add additional employees to help continue to keep a culture that goes above and beyond.

Every man for themselves. Teamwork is a myth.

Open communication, top performance expected, fun and casual atmosphere in general, sense of urgency, not a lot of red tape.

Laughable. Managers have to manage to be able to provide feedback.

There are annual performance reviews with informal feedback in between, 360 feedback

If this was 1-2 years ago, I could list a good number of items. But as it stands today, whatever possible 'perk' getting highlighted is more often then not completely over shadowed by show stopping negative.

Open PTO, sabbatical policy, casual dress code, game room

We just hired a new SVP of Product Strategy and we are looking forward to positive changes.

Ever changing and never last longer than a year or 2 due to upper management's need for control.

Some of the new product features and initiatives are the quickest growing areas here. However, this is also a challenge because while we are always excited about new product offerings, marketing and selling them will take time so the ROI comes later.

Every aspect is growing which triggers all areas to be impacted negatively. We have people who do not know what they are doing who are the direct cause of said difficulties.

Billtrust has Open PTO which means you don't have to lose your vacation plans because you become ill or need to take off for unexpected reasons. There is also a one-month sabbatical offered after a certain number of years where you are paid and given a bonus to spend.

Open PTO. Sounds great but in numerous depts, is often abused and gossip about what each other is actually accomplishing compared to time off is typical.

Billtrust is a meritocracy meaning we promote based on performance, not tenure.

Typically either its route 1 or 2. 1.) During the yearly review process where you are given a new title, a large number of new responsibilities, and no additional compensation OR 2.) You give your notice and/or threaten to leave if you aren't given a new title and compensation. #2 happens the most.

While the interview process isn't short, it allows a candidate to get to know the key people they'll be working with every day. It includes phone and face to face interviews as well as a personality assessment.

Quite weak and lacks originality.

Yes people here do seem to care and those that don't usually leave.

Some are but not every person at Billtrust needs to be creative- some need to be highly analytical or methodical.

Some of them.

Yes we do lunches, team-building events, golf, bowling and other fun events. They are quite fun.

No, the company has a strong offer acceptance rate. Sometimes it is just a matter of explaining who we are and what we do since we are smaller and less well-known.

More like keep them. They are wowed by bells and whistles then leave because they now see the writing on the wall.

Great for training and onboarding

As surprises and with little details

Yearly and seems to be only if you are Type A and more bulldog style personality

Navigating the political and ego environment

work remotely, feed employees

Listen more and be aware of the political play people do

Once annually (just started in 2017) from 1%-3%

Pathetically low. Don't let the bells and whistles cloud your view, bonuses never happen because goals are rarely if ever met due to constant direction changes.