The Company Terminates People at the Drop of a Hat - Software Engineer bei Derivative Path: Mitarbeiterbewertung

I have been working here for 1 year, Derivative Path is a great company to work for and one of the best ones that I have worked at. Pros: - strong leadership & management team: everyone at the upper management level is collaborative and willing to help you. If you are the point person on a project then they are willing to listen to your ideas and let you lead. The level of ownership you get is priceless as long as you build that trust early on and maintain it. The COO and other Csuite members are always willing to jump on a call to bounce ideas or advise on anything that you may want another input on. - It's a great company for someone that wants to make an impact - teams are lean but that is a positive it allows you to have a large impact. - great manager who actually cares about me from a personal / professional level and actually ask how you're feeling if they know you have a lot on your plate and will recommend where you can push back on items. This is common along with others on the Csuite level too which is hard to find! - 1/1 meetings with executives aren't stuffy and there's encouragement around reaching out to them and having an open conversation. Even though I am remote from most employees including the executives I actually feel a connection and feel like I know them outside of work. - The PTO model is great and really forces people to take PTO since there is a cap, but not a rollover. - Positive culture - Everyone works very hard and cares about the work they do but also the company. The company is doing more engagement initiatives likes meditation and their very own version of quarterly Coffee Chat with a get to know one another prompt and have executives lead it.

Not cons, but more things the company should continue to work on - - occasionally there are days/ weeks of just a lot of meetings. As a company there's actually mindfulness around this so they are going in the right direction with addressing this and having managers lead by example. - managers continue to encourage employees to actually completely log off during PTO - continue with more employee engagement activities maybe continue to have some focused around D&I

Founding team knows the platform and the niche they fit into very well. Competitive pay and remote work. Shifting from a professional services model to a SaaS model. The teams in the Philippines are wonderful people and a few US based employees are exceptional.

Extremely niche environment and many customers do not want the SaaS platform, The ProServ revenue is what keeps the company alive. Outside the founding team, the abilities of the leadership team immediately drop off to include individuals who should never be in leadership roles. There is a lot of "looking over your shoulder" mentality, personal agendas, and very unclear lines of responsibility which will be leveraged against an employee any time something goes wrong. Communication from leadership to employees is poor and relies on inference to get a point across. Lots of dangerous mistakes being made with the data. There is a lot of turnover of US employees, and most of the departing employees are terminated. It is very clear the teams in the Philippines exist because they are so inexpensive. Leadership skirts the line with clients by saying no one outside of the US has access to the data, but the reality is the Philippines employees do. Once the clients get wise to this, things are going to get very difficult for the company.