Miro reviews

It’s a business, so of course the focus is on the business! However, there has been a concerning trend of people from minority groups leaving the company due to not feeling safe, understood or supported there. The D&I efforts are coming along slowly but it’s clear that Miro is way behind comparable SaaS companies when it comes to this, and leadership has shown several times that their stance will always be “neutrality”, hence discussing underrepresented minorities as if they are a political issue to appease, and not actual humans working for their company. If you’re a person of colour or queer, probably best to look for employment elsewhere. Career advancement opportunities/speed was disappointing and they recently went through a 7% layoff. Benefits focusing on health were lacking - no counselling or therapy covered, no fitness membership etc, and colleagues often complained about feeling overworked and overwhelmed.

- Poor leadership. C-level execs are woefully disjointed. - There are too many meetings for the sake of meetings. Leadership wants to appear impactful but are really just adding needless work when people are already swamped. Too many customer-facing calls needlessly involve multiple managers who don't add value. It makes it seem as if IC's can't be trusted and leaders are looking for reasons to pat themselves on the back. - When there's a problem heads will roll and individuals are sacrificed and replaced when the organization should really step back to identify, strategize, and actually address the root cause. The environment just feels desperate. - The culture is broken. People are burnt out and disengaged. Feedback is recognized but not actioned. Leadership is cliquey. - Most of the people management positions have no idea what they are doing and only got in those positions by being in the right place (hyper-growth start up) at the right time (pandemic). With the market shifting, the company mainly only hires from competitors to acquire inside knowledge instead of recognizing existing talent. - Not very remote-friendly. If you are in one of the [office] hubs, you're expected to be in the office 2x/week although executives never show up. If you're fully remote you are a second-class citizen and will have less recognition and growth opportunity. If you're an executive, no matter where you are, somehow none of this seems to apply. - Constant restructuring and too much pivoting on strategies. More than your average tech company of this size.