Scale reviews

Here are some cons of working at Scale AI: Long hours and high stress levels Scale AI is known for its demanding work culture. Employees are often expected to work long hours, including weekends. This can lead to burnout and can make it difficult to maintain a healthy work-life balance. Lack of transparency Some employees have expressed concerns about the lack of transparency at Scale AI. They have said that the company is not always open about its plans or decisions. This can lead to uncertainty and anxiety among employees. Poor communication Some employees have also complained about the poor communication at Scale AI. They have said that the company does not always communicate effectively with its employees. This can lead to frustration and confusion. Unfair treatment Some employees have also expressed concerns about unfair treatment at Scale AI. They have said that the company does not always treat its employees fairly. This can lead to resentment and distrust. CEO's reputation The CEO of Scale AI, Alex, has been criticized for his leadership style. Some employees have accused him of being arrogant and dismissive. Others have said that he is not a good communicator. Company culture The company culture at Scale AI has been described as "cutthroat" and "competitive." Some employees have said that the company is not a good place to work if you are looking for a supportive and collaborative environment. Your success is determined by your inner circle and skip line manager nepotism. Many of my team members in America didn't receive their compensation payouts.

If you see the words "product" or "strategic" in a job title, it's likely anything but that. The vast majority of people in these roles are gloried project managers with a broad mandate but seldom the engineering resources or political capital to make actual change. The result? Work that is largely manual, monotonous, and unchallenging once you pick up the lingo and internal tooling. These roles have low retention for a reason: mismatch between the persona these roles hire for — high IQ/EQ + blue-chip backgrounds (McKinsey, Ivies, former founders, etc.) + technical — and what the role actually requires, which is a project manager with high work ethic, can write some SQL, and looks impressive to customers, but doesn't want to do anything intellectually challenging. It's potentially a match for ex-consultants but others should think twice about the role. To be fair, I think leadership recognizes the resourcing challenges, but change takes time. I would only recommend Scale SPM/POM if you were to join in ~mid 2023 once we build the right horizontal tooling + platform and learn to actually plan for deal growth and the resulting need for headcount. EPD is a decent place to be in general, and on the right team I could recommend it today (please reach out to former employees on your offered team to get their opinion – again, high variance). It's also ridiculously political for an org of this size. Much of the leadership has low EQ, will yell at junior employees, and in general fails to create a collaborative environment where everyone feels compelled (let alone safe) to share their opinions, especially if they're contrary to those in the CEO's "inner circle." A lot of churn at the C-suite, especially finance, that doesn't engender confidence either. TL;DR: this is an operations business that still feels like a consultancy. Tons of manual work, politics, and heroics that need to get pulled by project teams to drive outcomes. Despite all of the above, still bullish long term on the data labeling/collection business (hard to sell the SaaS products), just hard to recommend you join today.