Spokeo reviews

Thank you for sharing your experience working at Spokeo. We’re sorry that you didn’t regard it as being more positive. That said, we welcome all feedback and are committed to making changes to ensure that all teammates can thrive in our environment. To the point about change, it has been almost 2 years since we’ve had staff in the Spokeo offices. We’ve shuttered the cupboards and the ping-pong table, and Nintendo has been super quiet. However, the good news is that we currently have a tentative office reopening date in January 2022. As a byproduct of the pandemic, we’ve also shifted to a flexible work location policy. For those that wish to come to the office (whether regularly or on occasion), there will be health and safety protocols in place, and they’ll be welcome to grab a ping-pong paddle and some snacks! We have also remodeled the place (with COVID realities in mind), more conference rooms, more space to relax or focus, and the list goes on... Spokeo has also implemented other changes: we’ve moved from simple performance goals to having OKRs that cascade throughout the organization. With a new tool to track and measure results across the various teams, we’re finding that OKRs are optimal for setting directions and allowing individuals and teams maximum flexibility to determine how best to achieve them. We hope everyone enjoys where they work, the people with whom they work, and are helping their organization’s culture be strong and inclusive. We think the changes we’ve implemented in the last few years will help us make significant strides in these areas.

Thank you for sharing your feedback! Given our substantially low turnover in the past two years, we understand that there may not be many advancement opportunities within the customer care department. However, we are proud to say that the current customer care leadership team are people who’ve been internally promoted from within the department. We are committed to our team’s growth and whenever there is an opening in the leadership and operations teams within the department, we always give priority to internal promotion as opposed to hiring externally. All internal promotion processes are formal and similar to the external hiring process, which often includes written assessment, face-to-face interviews, and sometimes, situational tests. Over the last year, we have also introduced new cross-training programs to the team as a way to foster more growth within each role and to expand the team’s skillsets and knowledge. In addition to this, as a company, we have a process in place to evaluate and review compensation against market rate and industry standards in order to remain competitive. We are always open to learning about our teammates’ individual career goals and will continue to support their professional development and growth. Thank you again for your feedback!