Poor management, lots of missed opportunities, and too much deception. - werkgeversreview Senior Software Engineer bij DOOR3

I try to respond to all reviews but this response is especially important because the above review is -at best - a misleading blur of a fair point or two and many egregious misstatements of fact. I will do my best to add context, balance, and clarity. That said, I invite the reviewer to contact me directly to discuss further. TRUE: * A promise was made to the reviewer by someone not authorized to keep it. Organizational policies and structure have been revised months ago to ensure this can’t happen again. Corrections to FALSE / INACCURATE / MISLEADING statements: * Most of our work is done in the US, and some in our own Kiev office. Our staff profile is ~80% US, and work is distributed proportionally. The reviewer’s misstatement of fact is driven by their limited situational awareness in the workplace. * We generally do not hire people “just in time” for projects. When we hire, we hire them into the DOOR3 staff family with the intent to retain and grow strong talent. We may occasionally hire supplemental staff to fill out a team at the edges, but the core of any project team is made up of DOOR3 veterans, ensuring compliance with DOOR3 processes, quality standards, and core values. * Speaking of core values, our #1 core value is “Client Success,” something everyone in the company must recognize. While our staff come in a close second, we are a client-first professional services firm; so no matter what, the show must go on, and client priorities must be met. Maintaining this balance is natural for some and a fascinating challenge for others. The reviewer’s comments, on the other hand, reveal a durable misalignment with the facts of life in consulting. * “Boys’ club?” While there are currently more men than women, we are in line with US statistics and strive to get ahead of the curve. DOOR3 has zero gender wage disparity. Lots of brilliant women have worked and continue to work at every level of DOOR3’s operation. * We support our staff’s growth through mentoring and management, exposure to varied and complex projects across industries, as well as covering the cost of some educational opportunities. But we do expect our staff to take real responsibility for their own career growth as well. That means spending some of their own time learning skills and earning certifications that will advance their career. The reviewer’s expectation that DOOR3 would provide unlimited working hours to pursue certifications so they could, in turn, get a raise is unbalanced at best. * DOOR3 has competitive salary bands for each role and is regularly reviewing those bands. The reviewer was relatively junior at the time of hire and (while growing technically) remained a risk on client-facing work due to deficient soft skills; this limited their career and compensation growth at DOOR3. A few words in conclusion: I’ve now run DOOR3 for over fifteen years of growth punctuated with some periods of natural adaptation to new scale and new demands. During this time, I’ve learned a lot, including from comments on GlassDoor. This review is different in its lack of constructive focus and total misunderstanding of the kind of work and spirit required of consultants. Great consultants are the Navy Seals of our industry; they never see the natural periods of business adaptation as “walls closing in” but as opportunities to adapt and evolve and to serve clients better. Great consultants leave their ego at the door, take personal accountability for their career growth, and partner effectively with DOOR3 to create positive impact. Great consultants value client success, succeeding together as a team, and getting the job done, and they seek a collective of like-minded, exceptional professionals who share those values. If you’re a great consultant (or have what it takes to become one), let’s talk!