Awful working environment, poor leadership, and toxic culture - Client Solutions Manager Flexport Employee Review

- Pay is below almost any other tech company. Even smaller startups pay more! - Flexport had a great culture before they started focusing on the IPO. This is something that most companies have to do, but Flexport fully pivoted and made very drastic changes, many of which were related to hiring, employee experience , and benefits. After this happened, the culture gradually turned toxic. This was very much driven by management showing they no longer cared for their employees well being. They laid off 10% of the workforce when the pandemic started, while the business grew exponentially and they held hiring freezes for a long time. The front-office workforce was and continues to be extremely overworked. There is no work life balance whatsoever and there is a continued clear prioritization of profitability over employee well being. As well, since the IPO goal was announced, they cut social budgets, happy hours, merch budgets, development budgets, etc. - Leadership decision making is slow and questionable - Management is completely out of touch and a few of them are completely unqualified for their roles. As well, the C-Suite has had a very high amount of turnover, which goes to show how Ryan struggles to identify, hire, and retain top C-Suite candidates - Talent isn't top tier: Turnover since 2020 has been astronomically high (especially in SF and NY). That combined with high growth led us to hire a lot of mediocre people, leading to a very mixed and underwhelming level of talent - The company departments do not work in together. Every department works very siloed, which leads to problems not getting fixed quickly, no one taking responsibility for issues, and a lack of company wide efforts to resolve issues as a team. This has also created an incredible amount of red tape to get things done - Lack of visibility into career pathing. After the reorganization they created new roles for many people and were unable to provide visibility into career progression or development opportunities - Lack of People Ops support. A lot of the People Ops team has quit or gotten fired, so there are few avenues to address or bring up these systemic issues - The vacation policy is Unlimited vacation. However, every team and office is different. NY had a culture of not taking much vacation. Most people took 2 weeks or less - No 401k match