What is working from home like at Ministry Brands?

Very flexible work from home or office environment for modern working families, unlimited PTO, many high-quality, mission-driven colleagues. Lots of opportunities to try out different roles internally and do up-skilling/training.

Inherent chaos stems from running dozens of companies + greenfield projects all under one umbrella organization with teams distributed over 3 continents and 6+ timezones. Communication and requests from executive leadership and customers are often "get this done yesterday" in tone. Most roadmap decisions seem to be driven by what can be done to squeeze the most amount of money out of existing and new customers, instead of trusting product teams to do product discovery & development. The company likes calling itself an Agile shop, but is mostly Waterfall under the guise of SAFe.

Ministry Brands fosters a collaborative work environment. Great opportunities for personal and professional growth, especially in automation and quality assurance tools. Plenty of support from leadership and colleagues to develop new skills. The company encourages innovation, allowing team members to implement new tools and processes to improve efficiency. Flexible work arrangements are a big plus for work-life balance.

Sometimes the workload can be overwhelming, particularly when juggling multiple high-priority projects. A need for clearer communication between teams to avoid misalignment on key goals. Limited formal training opportunities; self-directed learning is often encouraged, which works for some but may not suit everyone.

- I have a fantastic Director and team that are very friendly and helpful - Work from home is very helpful - Flexible and good work life balance ('unlimited' PTO and good sick time) - Great as a "first job" in a professional setting.

- It seems to take a long time for leadership to approve changes that our branch of the company needs. - Sometimes feels a little cliquey - there are multiple "branches" of the company - some seem to get treated better than others. - Hard to grow - Salary increases can be hard to come by

People Benefits Work hours Work from home At home set up

The company needs a lot of work after their merger. Departments don't know what each department works on or what they can and cannot do. The company doesn't have a clear direction and if they do its not communicated well. Also, the pay is lack luster. So many qualified people and we get paid less than the national median. In these times, its unfair.

work/life balance, remote, nice people

crappy culture, no room for growth, constantly pivoting, no resources

- Lots of mission minded coworkers who are helpful and want to help churches or ministries thrive. - Remote work makes things very flexible and easy to manage. - Pretty good pay for some of the more entry level sales jobs. - Good residuals and commissions if you hit your quota.

- Lots of sales executives and leaders have come and go in the past couple years. Too much turnover, but new leaders are trying to right the ship. - Some people get terrible territories. We've over hired, which means you might get stuck with a tiny population of churches. - Quota's are doable, but very few people are at 100%+ this year. - Though it's a company that is supposed to serve churches and faith based organizations, it's still all about the bottom line, getting money in your pockets, and being another cog in the system.

Flexible remote work environment that supports work-life balance. Opportunity to work with churches, ministries, and nonprofits that have a meaningful impact. Supportive coworkers who are willing to help when challenges arise. Remote work eliminates commuting time and expense. Team members are trusted to manage their workloads independently.

Health insurance premiums and out-of-pocket costs can be challenging for employees with families or ongoing healthcare needs. Consider expanding healthcare plan options to provide better affordability and coverage. Remote employees currently absorb internet and home office expenses; a monthly stipend could help offset these costs. More clearly defined career advancement paths would help employees understand growth opportunities. Additional training resources for new products and processes could improve efficiency. Cross-department communication can sometimes be improved to reduce duplicate efforts.