Pluspunten
+ Outside of leadership, frog hires great, generous minds, people who have at least one interest outside of work that they have figured out how to share with others and are willing. That generosity and exchange of ideas is foundational to most studios' cultures. Colleagues, in the weeds with you, become like family. + There are usually opportunities to take ownership over internal projects and initiatives. For example, if you see a tool, process, or event you want to do or make better, you are encouraged to go for it, just don't expect a budget or the time or support to iterate beyond v1
Minpunten
– Poor leadership, in particular, C-level and VPs are spineless, not transparent, and incompetent and continue to promote and reward similar people. I believe poor leadership is they key reason so many talented frogs have left and why so many talented frogs want to leave. – Speaking from direct experience, Marketing leadership is sorely incompetent, with no understanding of the design industry or frog's culture. They choose to elevate and keep close key members who are similarly incompetent, mean-spirited, and will do "dirty work" and "say yes" with no questions or regard to integrity, quality, or consistency with frog's values (I could write a whole separate review about this; there's so much to say about the toxicity here) – Internal communications and HR leadership is laughable, very little transparency or thought put into delivering or carrying out sensitive or important company-wide news or strategies including recent layoffs. It seriously makes me wonder how people who are supposedly trained in internal communications still have their jobs after so many misses. As a result, they've engendered deep distrust between frogs and leadership. – The handling of layoffs in the past few years has been abysmal and a reflection of the character and integrity of the leadership team – No investment in tools and resources for day-to-day, learning and development including on-boarding – Basically NO global strategy around diversity and inclusion, putting most of the burden on individuals and then taking credit for their ideas later. It's too little, too late. I truly believe that how you've handled and executed frogs' concerns around diversity and inclusion will eventually reflect on your character. In my mind, you are on the wrong side of history. – Upward mobility for global support teams in particular Marketing is a joke – So much focus on $$$ at the expense of the wellbeing of employees. It IS possible to do both.