Sonos reviews

Slow to make decisions and affect change. The company has created a culture of taking the time to get it right at the expense of being nimble, which is difficult in such a competitive environment. This trait is reflected across several departments—from product to finance. Certainly there are promotions, but as with many smaller mature companies, opportunity for upward mobility is limited by who makes room for you above. And Santa Barbara is beautiful and has a limited job market—directors+ like to hang in there. Just make sure you like the role and compensation you got hired in at—you could be there several years. Archaic finance systems and lack of labor resources to be successful. Leadership does not timely invest in system resources or get additional skilled labor resources to fill in the interim gaps to the detriment of their organizational effectiveness. Boys club. I’ve seen it a few times in other posts and it was true during my time. Certain departments only promoted men for the last few years even when their headcount had approx. 50/50 male:female ratio. Total compensation package is underwhelming, but getting better. Compensation was historically weighted towards equity. However, with lackluster stock performance since the public debut, I hope leadership is considering how to retain employees.

Managements unwillingness to invest in people or systems leaves many departments under resourced in both these areas. Compensation has traditionally been low on cash and high on equity with extremely over-promised returns on the equity this leaves the employees underpaid. The amount of voluntary attrition reflects this and further exacerbates the man-power issue.