Massive improvements needed - Mitarbeiter (anonym) bei DeepHow: Mitarbeiterbewertung

We appreciate your feedback as we do encourage and promote an environment of free speech and communication. However, we have a very different perspective on the topics you mentioned above. We are sorry for the impression you had because it is neither the experience we designed nor the experience the large majority of our DeepHowers have. Furthermore, let us take time to clarify our initiatives, programs, and position in each of the topics you mentioned. Patrik, Wei, and I started the DeepHow in July 2018, and our mission is to empower workers to digitize and transfer their know-how effectively and efficiently by leveraging the power of AI and videos. It has been an amazing journey. We have built a global team with 60+ passionate and dedicated DeepHowers. From the very beginning, we had a clear goal to build a strong culture. Our core values are 1) User-centered and customer-focused; 2) Innovation and technology-driven; 3) Open, respectful, and one team; 4) Ownership and take initiatives; and, 5) Act fast, fail fast, and grow fast. The values are deeply rooted in our beliefs and backgrounds, exemplified by our leadership team, and embraced by our 60+ DeepHowers ranging from product and engineering to sales, marketing, customer success, and operations team. We’ve worked hard over the last few years to add clear structure and processes to DeepHow that are often not found in a start-up environment, such as org charts, job descriptions with clear expectations, company/departmental/position KPIs, and a quarterly + annual feedback cycle. We encourage every team member to share ideas and ask questions at our monthly all-hands meetings, and our leadership team, managers, and HR always welcome and remain available for private 1-1 conversations. We’ve been fortunate to have very little turnover since founding DeepHow in 2018. While we have had to part ways with several employees, we’ve followed a consistent and documented process and as such, there are situations in which it’s not appropriate to share details about a particular employee’s performance or reason for leaving the organization. Regardless, we share an appropriate level of details with remaining employees on a need-to-know basis, and employees are encouraged to talk to their manager, any of the Founders, or HR at any time with concerns. To speak to the organization’s transparency, DeepHow has a relatively flat organizational structure that allows for our team to work and communicate cross-functionally, yet still interact often with the leadership team. Like any fast-growing start-up, we are always looking for people who believe in our vision and mission and will thrive in our culture. Should you have any other suggestions or feedback, please don’t hesitate to contact us at hr@deephow.com. Thanks, Sam CEO & Co-Founder