3,5
58% zou aanbevelen aan een kennis
Shane Happach
73% waardeert directeur
61% positieve zakelijke vooruitzichten
Pluspunten
They have a cafeteria and free parking but that’s pretty much it
Minpunten
Absolutely horrible management that has no idea what they are doing. They lie to their employees and don’t value their opinions. They are amazing at micromanaging everyone! Incredibly toxic culture with zero transparency.
Pluspunten
-flexible, compassionate environment -freedom to explore skills and learn new things -great support from HR -fast paced interesting work -fun, youthful environment
Minpunten
-high turnover of employees -uncertainty of job security at times
Pluspunten
Our collaborative work environment embraced modern tools like Google Cloud, G Suite, Jira, Confluence, Slack, and Asana, streamlining our processes and enhancing efficiency without the need for local document storage. Strong partnerships were at the core of our accomplishments, extending to payment partners, the Tech team, UX team, country managers, Legal, HR, and Office Management. This cohesive network amplified our problem-solving capabilities and united diverse perspectives for collective advancement. Our involvement in substantial projects demonstrated the tangible impact of our efforts, further bolstered by collaboration with dedicated tech professionals based in Greece. Embracing agile methodology empowered us to adapt swiftly through sprints and agile work practices. The canteen provided healthy meals and refreshments, and we received gifts and surprises during events like Christmas or new markets launch that could have potentially nurtured deeper team connections and trust. Recharge management missed this opportunity. Lastly, the provision of NS business cards for travel commuting and access to gadgets exemplified our commitment to seamless professional mobility, underlining our dedication to efficiency.
Minpunten
The company's organisational structure lacks effective leadership, leading to a rigid hierarchy that holds particular sway among middle management. Decision-making often follows an ad-hoc pattern, side lining potentially innovative solutions and perpetuating the need to address the same issues repeatedly. This environment has unfortunately led to a significant turnover of skilled personnel, exacerbated by a lack of support and the frequent cancellation of one-on-one meetings due to management's commitments. Prioritisation leans heavily on hierarchical structures, sometimes at the expense of merit-based considerations, fuelling a sense of counterproductive office politics. Moreover, the company's focus has veered towards aligning with investor expectations, diverting attention from sound decision-making. The proliferation of unnecessary meetings further contributes to diminishing overall productivity. Additionally, a curious emphasis on the company's social media rating seems to eclipse more substantial concerns, occasionally diverting resources from critical matters. Campaigns, while appearing beneficial, have occasionally proven non-profitable due to inadequate analysis, necessitating more informed decision-making processes.