- Poor career progression outside sales: unwillingness to develop career roadmap or be considered for opportunities to progress. Managers also lack the skills to support teams in growing their skillset/careers. No career defining opportunities/roles
- Overly sales-driven: Partially influenced by current investors (whose portfolio mainly include traditional sales-driven revenue models), but also leadership skillset and power imbalance within org. Many functions such as product, marketing, research services.. are often suppressed and inadequately supported
- Poor leadership: lack strategy and very short sighted. There's a lot of talking around things and general weak management. Simply put, just a lack of skillset and experience to set the direction, develop plans, manage people, understand and respond to opportunities/challenges....
- Retaining talent: similar to most orgs, employees are not fairly valued and the general mentality is that it's easier to hire new. Many people leave after 1-2 years
- Lack of transparency: Decisions made within closed circles, and generally poorly articulated to involved teams. Many decisions would come down authoritatively without explanations/context
- Some juvenile behaviour across leadership: any small wins against competitors, especially UserTesting, are over-emphasised and hugely celebrated. If you worked at UT, expect a red carpet welcome
