So(u)l Sucking Company - werkgeversreview Mid-level Analyst bij Sol Systems

1,0
20 jan 2026
Aanbevelen
Goedkeuring directeur
Zakelijk vooruitzicht

Pluspunten

None, you actively participate in the greenwashing of the Solar industry, with the company prioritising gaming import regulations by using as little US-made material as possible while profiting from the tax credits available. They also set up a US flag in the office after the Trump administration was inaugurated and the CEO sent a trigger warning about it. Other employees also reported posts that were positive about the 2024 election results to HR. Many managers also are remote and have no idea what they are doing.

Minpunten

No development structure, a lot of fluff a lot of useless meetings, including "professional development" seminars but the person doing them is just the wife of one of the executives, nice kickback i guess. Bonuses are non-existent even for high performers and the company holds multiple people in sinecures to maintain their BS claims, all while firing more than 10% of their staff over 2025 in two separate occasions with no care for the employees.

Ontdek andere reviews over Sol Systems

5,0
12 nov 2025
Aanbevelen
Goedkeuring directeur
Zakelijk vooruitzicht

Pluspunten

Great work environment | Amazing team

Minpunten

Did not find any cons.

1,0
28 jan 2026
Aanbevelen
Goedkeuring directeur
Zakelijk vooruitzicht

Pluspunten

• Some coworkers at the same level were supportive and easy to work with • Good opportunity to build peer relationships with people who were also early in their careers • Exposure to solar projects

Minpunten

• Compensation did not scale appropriately with cost-of-living changes. Employees were expected to relocate to a high-cost area without salary adjustments that made the move financially sustainable. • Relocation and on-site expectations were inconsistent. Junior staff were required to be in the office while much of management worked remotely, limiting access to guidance and decision-makers. • Management effectiveness varied. Inexperienced managers and remote oversight often resulted no clear direction and mentorship. • Process rigidity discouraged improvement. While feedback and new ideas were initially welcomed, meaningful changes were often dismissed in favor of maintaining existing approaches. • Performance management lacked support, with limited coaching or resources provided to improve outcomes. • High employee turnover created instability, loss of context, and frequent shifts in priorities. • Organizational direction was unclear. Strategic shifts often.

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