Fun culture that encourages teamwork - Program Manager bei Expedia Group: Mitarbeiterbewertung

4.0
5. Juni 2008
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Geschäftsprognose

Pros

The culture is more laid back and relaxed. You have a chance at high visibility because it isn't that large a company. Moreover, collaboration is encouraged so you have the chance to work with many different technology and business teams in the company. The weekly 1:1 with your manager is important because they will actually talk about career growth if you are interested. There are some travel perks (not as many as people would expect) so it is great when you can use them. You feel fortunate that you work at a brand name company because your friends and strangers always have a comment about their travel experience and want to discuss it with you. It's nice to know that your daily work actually has an impact on customers.

Kontras

Since Expedia went public and has matured, new processes were added were probably necessary but sometimes feel cumbersome, which amounts to frustration as they curb your efficiency. Since some of the tools/technology are a little outdated so you do not necessarily feel as if you are the most productive.

Mehr Bewertungen zu Expedia Group entdecken

5.0
30. Mai 2026
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CEO-Befürwortung
Geschäftsprognose

Pros

Great culture, great benefits, great work-life balance

Kontras

Hard to move up internally fast

2.0
29. März 2026
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CEO-Befürwortung
Geschäftsprognose

Pros

Constant state of transformation is ripe environment for new hires and functional experts from big name tech companies

Kontras

Pre-covid the culture was really special. Collaborative, engaging, people-centric, with a unifying mission to enable travel for the world. Since covid there has been a revolving door of executive leadership, and with each round, they throw out the current strategy to try something "new" without building from the current or past successes. Constant change, but no clear vision or strategy of what they are trying to change to. Lack of strategy and low risk tolerance leads to too many priorities with not enough investment to move the needle in anything. Quarterly layoffs, but executed quietly team by team so as not to make news. No psychological safety. Talent strategy since covid is to hire externally over internal promotions to gain "functional expertise" therefore difficult to grow your career. Siloed divisions not working towards common goal. Lacks operating model maturity needed for a company of this size likely do to revolving door of execs and priorities. A cash cow company with an identity crisis trying to be an AI innovator. Build vs buy mentality slows them down. Too many exec pet projects that aren't vetted with proper business cases.

4
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