Great start - Channel Manager bei Lansweeper: Mitarbeiterbewertung

The recruitment pipeline is exceptionally transparent, efficient, and genuinely human. Communication is consistent, interviewers are engaged, and the conversations feel intentional rather than scripted. Leadership asks sharp, strategic questions that make it clear the bar is high, and the work is meaningful. The overall experience signals alignment, respect, and momentum.

The only real downside is that salary ranges aren’t posted. For me, that’s normally a major red flag and typically a deal-breaker, as I usually don’t apply to roles without compensation transparency. That lack of clarity initially put Lansweeper at the bottom of my list. The process itself changed my perception, but publishing ranges upfront would eliminate early hesitation for candidates who prioritize transparency.

- competitive HR benefits package with low cost insurance premiums, above average PTO, WFH tech stipends, and other perks - friendly in office culture with many people hanging out socially outside of work - most teams have an offsite budget which can take place either locally or internationally depending on your team distribution - company hosts an annual full company offsite at a different European city each year - in this economy a job is a job, they are very slow to get rid of people so as long as you’re not a troublemaker (challenging the status quo) or sucking at your job you can largely be ignored to just collect your check and go home

- “executive misalignment” Is and always has been the #1 cited issue at the company. The vision changes every year and the strategy sometimes more than once within a year. The only unified goal is to be more profitable but how we get there and what we focus on and sacrifice to make it happen is different depending on the exec and the day of the week. - The executives are tired and ready for exit, they don’t want to be here anymore and it shows in all the business decisions. Short term goals to pad the revenue numbers for the quarter are the only thing they have an appetite for and most of the changes they want come at the direct deficit of the customer and overall company health. - Lansweeper has a communal/ group-think decision making culture as opposed to a hierarchical/accountable-party decision making culture. Which means we literally cannot make or keep a decision unless everyone from the executive to the janitor has agreed and all possible alternatives have been considered and categorically ruled out. This means decisions drag on for months and nothing meaningful, innovative, or challenging ever really gets done. - we have lost a healthy amount a good middle management that actually had leadership experience outside of Lansweeper. All teams have suffered because of this and the middle management that’s left is thin and powerless. - We’re on a twice annual release cycle which tells you everything you need to know from a product and engineering perspective