Chegg società ha sostenuto
Millions of people all around the world learn with Chegg. No matter the goal, level, or style, Chegg helps learners learn with confidence. We provide 24/7 on-demand support, and our personalized learning assistant leverages the power of artificial intelligence (“AI”), more than a hundred million pieces of proprietary content, as well as a decade of learning insights. Our platform also helps learners build essential life and job skills to accelerate their path from learning to earning, and we work with companies to offer learning programs for their employees. Chegg is a publicly held company and trades on the NYSE under the symbol CHGG. For more information, visit www.chegg.com. leggi di più
Chegg has allowed me to grow my career and shift into a more challenging, meaningful role and group.
Quali sono alcune delle cose migliori della tuo team?
They're kind, collaborative, and want to be effective together.
Che cosa deve fare il gruppo dirigente per migliorare?
people vs profit is important
Qual è la parte migliore del tuo compenso?
RSUs are great, and being fed at the office is amazing
Che cosa ti rende più felice sul posto di lavoro?
I'm happy to help students get the most out our products.
Quali sono alcune delle cose migliori della tuo team?
They're the kindest, brightest group of folks that truly want to make experience better for students
Che cosa sta andando male e come può essere migliorato?
Strategic direction of the company seems a little odd. Copy Coursehero as a direction seems rough.
La cosa più positiva della cultura e l'ambiente presso la tua azienda?
Ability to share ideas and feedback within my broader group and ability to be transparent with my manager and his manager.
La cosa più positiva della cultura e l'ambiente presso la tua azienda?
We take time to interact and make friends with our colleagues. Slack channels are fun. I miss the in-person events - can't wait for those to re-start soon!
Che cosa deve fare il gruppo dirigente per migliorare?
Transparently receiving feedback from employees about what matters most to them (and sharing that outcome/next steps with the broader company). ex: Flex 3 days became "manager discretion" without acknowledgment that it was an area of concern to many employees.
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