Code42 Reviews

The Executive Team is terrible since Joe Payne was hired. He may have a financial vision but he does not understand anything about moral, people's livelihoods, true team building or greatness. Benefits have been cut: healthcare, HRA/HSA, 401k matching and most importantly salaries. In 2016, JP started a bonus program separate from salaries. Now that it is time to give folks 2016 salary increases for the year, folks are given *zero* percent increases and told they have "bonus potential" of X dollars for the year which may be paid in July and later in September. KEY PRINCIPAL developers and other valuable assets in the company are leaving rapidly. The job market is hot right now and there is no reason to work for a place where hard work is not compensated for and great work is not rewarded. One of the best companies in MN is fading into mediocrity as the best minds of the company leave.

The company has elected to pursue the big dream of the Global Enterprise market and has consequently abandoned its core values. It has lost a significant amount of talent in the last 6 months, has let go of numerous head executives, and is now being driven by a new wave of fast-paced, "don't look 'em in the eye" leadership. This new wave does not embody the culture upon which the company was founded and once prided itself. The company has forgotten its original customer base and is instead obsessed with attaching recognizable brands/logos to its impressive customer list. Beyond that, for those without the word 'manager' in their title, average pay is about 20% below market average across the board. This disparity was once recompensed by the natural benefits of working for an awesome, homegrown company. Unfortunately, the majority of those benefits have been cut and salaries have not been fairly reassessed. When this fact is brought up to leadership, they dance around the question in the following pattern: "we pay fair market wages, show us data that proves you make less than a fair market wage, benefits do not define culture, you own the culture, you make the difference." Of course this sounds good to the executives, but it happens to be completely unrealistic. Many employees, myself included, were first attracted to Code42 because of the brilliantly coupled silly and serious professional culture it projected--that culture that undoubtedly once thrived, but at this point is nothing but a bad dream to new leadership.