Remote work is great, but product lacks innovation: opiniones de empleados con el puesto de Empleado anónimo en G2

2,0
12 may 2026
Empleado anónimo
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Aprobación del CEO
Perspectiva de la empresa

Ventajas

Remote, Home Office Set Up stipend

Desventajas

Where to begin, product is meh; no innovation, keep regurgitating the same thing to customers week over week month over month in regards to getting reviews. And the BI Data is worthless, every customer of mine that purchased it found it utterly useless and cancelled because it did not yield results. CEO is all, RA RA, but he just focuses on traveling with his family and showing it off i might add.

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5,0
27 feb 2026
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Aprobación del CEO
Perspectiva de la empresa

Ventajas

Great teammates and culture. Atmosphere is friendly and supporting. Management and Leadership encourages learning mindsets, especially in the world of AI. Encourage trying new things, taking risks, etc.

Desventajas

Things move fast, sometimes very fast, occasionally without clear vision/purpose

1
1,0
21 may 2026
Empleado anónimo
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Aprobación del CEO
Perspectiva de la empresa

Ventajas

There are genuinely hardworking and talented employees throughout the company who care deeply about their work and support one another. The pace can provide strong learning opportunities, and many individual contributors are doing their best in difficult circumstances. There are also a few truly supportive and empathetic leaders who made challenging situations more manageable.

Desventajas

Leadership often came across as unprofessional, disconnected, and overly self-important. There was a strong culture of acting as though G2 was the center of the professional world, when in reality many employees were overworked, undervalued, and treated as resources rather than people. While leadership frequently preached authenticity, empathy, and culture, the day-to-day experience often felt inconsistent with those messages. One thing that stood out to me was how much this environment seemed to trickle down from the Employee Success organization itself. While there were absolutely a few supportive and empathetic people on the team, much of the leadership culture within Employee Success appeared more focused on protecting the business and maintaining optics than genuinely advocating for employees. For a function centered around people and culture, that disconnect was difficult to ignore. Employees who voiced concerns or challenged decisions did not always feel respected or heard, and communication could feel performative rather than transparent. There was often a noticeable gap between company branding and the internal employee experience.

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