Owner.com reviews

4.6

93% would recommend to a friend

(15 total reviews)
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Adam Guild

97% approve of CEO

95% positive business outlook

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15 reviews

Reviews about "Compensation"

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5.0
Jul 4, 2026
Recommend
CEO approval
Business Outlook

Pros

- Top-tier talent density, even relative to other well-regarded big tech firms - everyone here is really effective at getting things done and believes deeply in the company mission of helping small businesses succeed - Owner still has a long way to achieving its full growth potential, so still lots of equity upside to be had - Good work/high impact is well acknowledged and rewarded by leadership, especially with career growth opportunities - Great chance to grow your AI coding skills in a place that sees AI as a way to supercharge engineer capabilities rather than replace them

Cons

- Growing startup with high hiring standards means much more work to do than people to do it, so work can often get pretty intense. Not a place to rest and vest. - Working here is more of a long term bet. You could definitely make more $$ + liquid RSUs at a public company or a private one with buybacks, but if you believe the company will succeed within a decade, you’re joining early enough for your options to see significant gains. In the meantime, you gotta make do with the base salary.

5.0
May 4, 2026
Recommend
CEO approval
Business Outlook

Pros

- Incredibly high talent density - Builders get championed - Real opportunity to have an immense impact on restaurant owners' livelihoods - Competitive compensation

Cons

- If you're looking for a slower-paced environment, Owner is not for you

2.0
Mar 17, 2026
Recommend
CEO approval
Business Outlook

Pros

Competitive benefits • Unlimited PTO policy • Strong, talented, and hardworking team across the company • Opportunities for growth, recognition, and involvement in initiatives for high performers • Product with strong market potential

Cons

Inconsistent application of performance standards and expectations across team members • Frequent shifts in priorities without clear written alignment • Limited transparency around how QA scoring, activity metrics, and performance evaluations are measured • Heavy workload balancing multiple responsibilities (CSM + support + retention + operations) • Role leans more toward high-volume support than traditional Customer Success • Internal tools and systems created ongoing operational friction very manual work • Lack of clear escalation path outside of direct management when concerns arise • Noticeable turnover following leadership changes

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