False promises - Confidential Assistant Point Employee Review

Thank you for taking the time to share your perspective. We're pleased to hear you’ve found value in the flexibility of your schedule and the camaraderie among colleagues. To respond to some of your concerns, Point is currently running 2 formal promotion cycles annually; the second cycle is new in 2025, and we’re excited to provide growth opportunities more frequently. The criteria to get promoted are straightforward: excellent performance, significant expansion in scope, and a business need for the new role. We're proud to promote those that work hard, deliver results, and demonstrate the values and contributions that make Point a great place to work. As we’ve shared in the All Hands, we encourage employees to talk directly to their managers about their individual performance and to set expectations about what growth can look like at Point. You can also use our leveling matrices to understand how roles change by level, which can help inform your growth path. When it comes to pay transparency, we’ve worked hard to roll out and share clear salary ranges, and every employee can see both their salary range and the one above. We use market data to inform our pay ranges and feel confident that we’re paying employees fairly based on role/location. What you won’t see us sharing openly, however, is individual performance data or individual pay data. While we believe deeply in our value of transparency, we also value confidentiality and always want to treat our employees with respect. With all of that being said, we’d welcome the opportunity to better understand your experience. If you're open to sharing your feedback directly, please reach out to us at hr@point.com. Thank you again for sharing your thoughts.