Ventajas
From the top down, you are trusted to do the work you were hired to do. Often times, that trust and autonomy comes with high pressure for output (usually means long hours). At BambooHR, the focus is still on output and quality, but not at the sacrifice of your personal life. And that’s the balance so many companies desire, but fail to achieve. BambooHR does it well.
Desventajas
I can’t think of any significant cons of working here, other than if you are looking for the trendy perks found in other SAAS companies (soda, lunches, game room, etc.), you probably won’t be happy at BambooHR.
Consejos para la Dirección
Keep doing what you’re doing. Your example isn’t everything. It’s the only thing.
Útil (14)
Solicitud
Solicité el puesto a través de un captador. Acudí a una entrevista en BambooHR en febrero de 2017.
Entrevista
I wish I had something more positive to share. But the truth is when you peel back the aggressive great-place-to-work marketing, this place is like any other Utah-based organization. I went into this opportunity excited and optimistic. I left it feeling less than.
This role came to me before it was posted publicly. In my initial conversation with the recruiter, it sounded like a great opportunity until he mentioned it was a junior role. My resume clearly indicates I'm not a junior candidate, he knew that, so this was pretty deflating to see that the only time he wanted to speak with me was when it was for an entry level opportunity. Similarly disconcerting was the fact that he wouldn't discuss salary with me, or in his words, they hadn't figured that part out - likely because it was a junior level role and he knew I wouldn't interview if he shared that info.
The meeting with the interviewer was bizarre. It was uncomfortably casual.
First, when I asked about the seniority level of the role (thinking back to the recruiter's comments about it being junior), he asked, "Do titles matter?" The short answer is yes, because they typically precipitate the salary. So we had a discussion on titles in which he went on and on about why titles don't matter, and what really matters is what you do. They even have a chintzy article about why titles don't matter at Bamboo.
Ironically, considering the statement about what you do being more important than your title, was when I was discussing my background regarding data-driven roadmapping and my other accomplishments. He balked at the idea of using actual metrics to make product decisions. So when I asked how they roadmap or otherwise make product decisions, he said, "We just listen to the market, man." I still don't know what that means because in my mind, doing market research, or in other words, collecting data/metrics, is listening to the market.
Finally, when I talked about my current academic pursuits in an MBA program, he told me how he didn't like working with MBAs as he had bad experiences with them in the past. At this point, I realized there was no winning with this guy. This is an odd thing to say because Bamboo actively promulgates media about how they want their people to become better, more educated, advance in their respective careers. So why deride a candidate for doing the same?
The rejection email I received from him was honest, I didn't expect anything short of that considering his sometimes brutal honesty during our meeting. The email also indicated he had met with some other candidates but wasn't impressed with them either, so he was going to keep looking.
I gathered a few things from the meeting:
-The title issue is important because organizations can use titles to stifle pay and advancement. Saying it's not important is a kitschy way in which a manager makes a candidate think he or she is overthinking it. It is a form of gaslighting and a terrible omen of what's to come.
-Balking at the unique contributions a candidate has made to their current organization doesn't do a whole lot to motivate their continued interest in the role and organization. Data is important whether you think so or not. Likewise, your trivializing of a candidate's background is an indicator of your poor culture
-Being that they wouldn't disclose the salary, wouldn't take a hardline stance on what the title was, their rejection of the notion of metrics-driven product management, and that the hiring manager couldn't find what he was looking for in several candidates, this leads me to believe that they're flying, albeit fraudulently esoterically, by the seat of their pants. That's fine if you're a startup, but Bamboo is not. There's way too much fluidity in all the aspects of this role, their hiring process, and organizational decision-making to indicate any form of stability.
No candidate should ever walk away from an interview feeling worse about themselves. The end.
