The new sheriff is in town - new shareholder is cleaning house - Mitarbeiter (anonym) bei Match Group: Mitarbeiterbewertung

2.0
31. März 2024
Mitarbeiter (anonym)
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CEO-Befürwortung
Geschäftsprognose

Pros

Work/life balance, perks in office

Kontras

High school 2.0. The most popular vs the best at their job gets the promotion and the $$, even if they never show up. Almost every outcome will very dependent on who you report to. May are great in compensation, recognition, advancement, etc., but also a lot of managers have the attitude that its every man for himself, at the cost of their subordinates. what comes out of their mouths never matches the public financial filings.

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5.0
1. Juni 2026
Mitarbeiter (anonym)
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CEO-Befürwortung
Geschäftsprognose

Pros

-Great people and culture -Great offices, perks, free food, always having office events and pop ups -Great benefits (strong 401k match, no medical premium for employee PPO) -Great tech stack, lots of embracing experimentation/AI/ways to be more efficient -Great CEO and strategic direction of the company

Kontras

-Opportunity for standardizing processes (lots of variation among Match Group brands, and surprisingly not a lot of infrastructure for things you would expect to be built out) -Opportunity for consistent OKRs/goal setting vs. done within brands in silos so there are clear priorities and who is doing what -Sometimes feels Slack heavy / chaotic

4.0
12. Jan. 2026
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CEO-Befürwortung
Geschäftsprognose

Pros

Leadership has articulated a clear, motivating vision for the company’s future. At the Match Group level, the breadth of brands you can collaborate with and learn from makes the work feel meaningful and impactful. Being part of the “human connection” space is genuinely exciting, and MG is at the forefront of where the industry is headed. Overall, the people are fantastic: supportive, collaborative, and largely energized by the work they do.

Kontras

Collaboration across teams and brands has room to improve, particularly in creating space for new perspectives and willingness to work together. In some cases, seasoned mid-level management can be less welcoming or supportive of new team members and alternative approaches to how work has traditionally been done.

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