Compare Netbuilder vs Holiday Extras BETASee how working at Netbuilder vs. Holiday Extras compares on a variety of workplace factors. By comparing employers on employee ratings, salaries, reviews, pros/cons, job openings and more, you'll feel one step ahead of the rest. All salaries and reviews are posted by employees working at Netbuilder vs. Holiday Extras. Learn more about each company and apply to jobs near you.
- Netbuilder scored higher in 9 areas: Overall Rating, Career Opportunities, Compensation & Benefits, Work-life balance, Senior Management, Culture & Values, CEO Approval, % Recommend to a friend and Positive Business Outlook.
What Employees Say
- "Social events" was the most mentioned Pro at Netbuilder.
- "Work from home" was the most mentioned Pro at Holiday Extras.
- "Training is unpaid" was the most mentioned Con at Netbuilder.
- "Call centre" was the most mentioned Con at Holiday Extras.
I have been working at Netbuilder full-time for more than a year
Had a fantastic feeling of comradery within the Delivery Centre, great communication and very strong leadership on-site. Solid processes and very clear plan of delivery from the project managers,... with integrated support from testing and all developers - a real team spirit. Used to have lots of social events and Friday Meeting with Head of Delivery was always enjoyable.
Only had one customer. Lost that customer. We all lost our jobs. Either bad insight by senior management or poor sales but company crumbled beneath their feet.
Advice to Management
Get more than one customer. Get a sales team. Don't rely on one account manager. Show appreciation to your staff and don't leave it to project managers or Delivery Manager to give feedback.
I worked at Holiday Extras full-time for more than a year
- Comfortable office environment - Flexible working - Profit share and holiday buy - Variety of events and activities for staff on site
A real old boys’ club culture prevails at Holiday Extras. The trouble is, the company has grown whilst still retaining a small business culture. Despite proclaiming to recognise and value talent,... there are in fact very few opportunities to progress. Performance reviews happen irregularly and pay rises are as rare as hens’ teeth, meaning that salaries tend to be on the low side. Many of those in middle and senior management have worked there for years and all close ranks to protect each other. This was particularly evident in the selection process during the recent redundancies. There was blatant favouritism with some managers preferring to save their ‘mates’ over team members who showed real talent and potential in their roles. The company claims to have a family vibe, but the culture is more of a clique. You will always be vulnerable if you don’t fit into the boys’ club mentality and you are made to feel extremely uncomfortable if you dare to speak out.
Advice to Management
Please realise that barbecues, Easter Egg hunts and 'Dad Jokes' do not pay people’s mortgages. You need to ensure that performance and salary reviews are happening regularly throughout all teams to... give undervalued and underpaid staff a much-needed opportunity to be able to progress. You should hold some of your management much more to account and not assume they are always effective just because they have worked for the company for a long time. You allowed certain managers to make biased selections during the redundancy process just because they wanted to save their friends. As a result, you have lost some very dedicated and proactive staff who could have been instrumental in helping to rebuild the business.