Das Management und die Kultur sind die schlimmsten, die ich je gesehen/gehört habe - Business Development Representative (BDR) bei FloQast: Mitarbeiterbewertung

1.0
27. Mai 2025
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Pros

- Hohes Grundgehalt für die Vertriebsrolle - Jährliche einwöchige Reise nach Amerika - Voll ausgestattetes Büro mit Essen und Getränken - Wöchentliches kostenloses Mittagessen im Büro

Kontras

- Der BDR-Manager ist wirklich ein furchtbarer Mensch, hat klare Favoriten, kein Einfühlungsvermögen und kümmert sich am Ende des Tages nur um sein Gehalt. Er stellt an alle anderen, außer an sich selbst, lächerlich hohe Ansprüche. - Sehr geringe Provision im Vergleich zu anderen Firmen - Die Verkaufsziele für das EMEA-Team werden von den USA vorgegeben, was es fast unmöglich macht, sie zu erreichen (da FloQast in den USA bereits etabliert ist und nicht in EMEA). - Keine Struktur für Aufstieg, klarer Talentabfluss mit einer Fluktuation von etwa 60 % alle 4 Monate. - Keiner der BDRs will dort sein, daher ist die Kultur im Allgemeinen ziemlich miserabel.

Mehr Bewertungen zu FloQast entdecken

5.0
27. Mai 2026
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CEO-Befürwortung
Geschäftsprognose

Pros

Great management and Learning structure

Kontras

A lot of internal meetings and can be strict on in-office

1.0
1. Apr. 2026
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CEO-Befürwortung
Geschäftsprognose

Pros

Genuinely strong benefits. 12-week paternity leave is real and appreciated. The people I worked with directly were hardworking and talented. That's about where the positives end.

Kontras

The CTO is systematically dismantling engineering, and senior leadership is either complicit or asleep. The work-life balance that once made this company a genuine differentiator is gone. Daily production incidents are now normalized — a direct consequence of gutting the QA team through a series of layoffs, forced exits, and outsourcing. The offshoring initiative has been a particular disaster for work-life balance. Engineers were told offshore teams would work around US schedules. That was not true. Expect pings on Saturday and Sunday. Expect late-night messages. The CTO himself will DM you on a Sunday for something that could have waited until Monday. The RTO situation is being handled with zero transparency. If you're within a two-hour radius of a California office, you're being quietly pressured to come in — but this has only been communicated to California employees. No formal announcement. No company-wide policy. Just quiet pressure. The CTO's hiring practices deserve scrutiny. A pattern of loyalty hires has brought chaos and stress into engineering. Whether these hires were rigorously vetted is a fair question. What's not in question is the impact: added instability, a culture of working nights and weekends, and an implicit expectation that everyone else does the same. Anonymous Q&As — once a meaningful feedback channel — were eliminated when the company removed anonymity. No one asks questions anymore. Funny how that works. The long-tenured, high-performing engineers who were FloQast have left in droves since the new CTO arrived. The institutional knowledge is gone. The culture is gone. The company I joined no longer exists.

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