Kin Insurance reviews about "pay"

Horrible pay for product managers

- My last raise was under the rate of inflation, as were the raises of all 5 of the coworkers I talked to, so we basically got a pay cut. - A lot of employee churn - many people are changing teams or resigning regularly. This means a lot of things are lost in the shuffle, like knowledge on the code, or employee progress plans. They also haven't been backfilling, so my team has shrunk a lot, but the expectations on us have increased. - The main code base is a wreck and not at all fun to work in. It's extremely tightly coupled, it's poorly documented, and most of the people who knew anything about it left. Changing anything in one of the god-objects is a fun game of "What did I break, and will I find out before or after the code is deployed?" Fresh code becomes legacy code almost immediately because engineered are hustled on to the next project and not given time to do cleanup, docs, tech debt, etc. - A lot of time pressure. They really saw the word "sprint" and decided that sprinting is the speed we're aiming for. Scrum meetings are less "we as a team decide on what to do and how much work we're ok committing to" and more "product gives us things and we get to maybe sort of pick which too-large workload we want." I don't think I've has a single sprint where we don't carry over at least 2 tickets. - Feels weirdly stiff for a startup. That might be the insurance side of it? But none of my coworkers are interested in making conversation beyond the occasional "How was your weekend?" "Good. Yours?" Might be a pro if you hate small talk but I find it hard to build rapport when no one wants to talk for more than 15 seconds about their life outside of work. - Even though I've found it to be reasonably queer friendly, and there are a few BIPOC folks, it's still very much a tech/insurance company in diversity. My team is 2/1 men to women and 3/1 white folks to POC. Upper management in tech is almost exclusively white men. - For higher level positions, there seems to be a lot of hiring external people rather than promoting internally.

Lack of ownership at the highest level of the technology organization. Principal-level employees jumping ship or being forced out. Unqualified managers are given teams with no oversight or support. Patterns of verbal and passive abuse propagated at the C-level permeate down into the rest of the org. Hippo driven development. Non-competitive pay. Carrot on a string-based review cycles. Qualified individuals overlooked for external hires. New candidates will be paid as high or more than existing individuals regardless of tenure. Constantly moving goalposts. No positive outlook for any of the above to be corrected in the next year. Any review of this company that doesn't specifically mention the tech-org should be ignored. The technology department works in its own, highly dysfunctional way.

Very few: Health insurance isn't top tier Company is new, so there are expected growing pains and turnover- many departments are still creating and revising training materials

The Pay isn't great, the people make it hard to leave.

The pay might be considered lower.

Pay (sales specifically) is low compared to any other organization I've seen and it's not close; both in salary and commission. The commission used to be decent until it got changed again to "align with current market standards". Those who produce well now see a dip in their check for the same output of work, if not more, than they did prior to the change (no longer work here. This is what I've been told). There's about 13 or so sales managers (included are team managers and assistant managers). Only about 2-3/13 truly know what they're doing and actually bring value to the organization and department as a whole. Same goes for the current directors (2). Only 1/2 understands the industry as a whole and makes questionable decisions that later are seen as backwards thinking to the sales agents. The turnover is insane. For the 2 years I was there, I would say, in sales, there has been both from lays offs and resignations around 50-100. For a startup company that doesn't have more than 600 employees, that's quite a lot. A good amount would be about pay (sales and other organizations within the company included), but also lack of vision. Which leads me to the next point. Kin has lost their focus on helping customers. At it's very core, Kin was designed to make buying homeowners insurance simple yet thorough, amazing yet affordable. Florida is a very volatile market and insurers are leaving left and right, so Kin truly doesn't have the blame for everything, but the renewal increases are quite literally absurd compared to other carriers and they do it all in the name of profitability. This is something that can really demotivate the sales team as you see negative review after negative review posted online or when you speak to prospects. You want to back the company and of course sell, but it's very difficult to feel like you're enjoying what you're doing when existing customers, past-customers and prospects looking for a new insurer all have negative things to say about your company. Terrible benefits as a whole and no clear cut way on how to progress in your career.

bad pay, no room for growth.