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When originally hired I was told that I was joining a rapidly growing (doubling in size from 400 to 800+ employees) and there would a lot of room for me to grow. This didn't happen. Then the company over the past 3 years, seemingly, at random fired a variety of people in different departments.
¿Qué fue lo que más te gustó del proceso de entrevista?
It wasn't long and drawn out.
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¿Qué es lo que te hace más feliz en el trabajo?
My nice coworkers are pretty much the only thing left.
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¿Qué son algunas de las mejores cosas de tu equipo?
Every Individual Contributor cares about their teammates. They will help out whenever asked.
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¿Qué es lo que más te gusta de tu empresa?
Salary, if you aren't a long-time employee, are decent when including year-end profit-sharing bonus,
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¿Qué te gustaría ver mejorar en tu empresa?
Leadership should be completely replaced. Line managers are pretty good, but most other leadership (outside of Product Management) are terrible.
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¿Qué es lo mejor de tu paquéte de compensación?
The year end bonus is quite nice especially because the company is doing well financially. This may change with the reorganization of the business and products, and there has be discussion about changing the bonus method and changing from profit sharing to merit-based.
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¿Qué debe cambiar para mejorar la cultura de la empresa?
Leadership should treat all of the engineering staff as important, including the ones working on the main product that makes 90%+ of the revenue. The new products are great, but ignoring and laying off people that built the product that made the company great is shortsighted at least.
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¿Qué necesita mejorar el equipo directivo?
Making decisions. The leadership team seems to focus on management or business consultants to make decisions. Advice is taken wholesale without critical thinking. In addition, I have been at BB 3 years and have never met the CEO. At a larger prior company I met the CEO within 2 weeks of starting.
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