Pros
Once a truly inspiring workplace with smart, committed people and genuine energy. Strong team culture and a motivating, collaborative environment in the organization’s better days. At its best, EMEA leadership showed a strong understanding of people, culture, and execution. Solid product portfolio with high-quality products, even if the technology is no longer groundbreaking. Company is financially strong. Just before IPO. Free snacks in the office and free lunch provided three times a week.
Cons
Over the past 2–3 years, the company has shifted from inclusive and human to rigid, top-down and fear-driven. HR and the new Customer Team leadership fundamentally changed the culture, prioritizing control, ranking and compliance over trust and collaboration. Stack ranking is treated as a core management tool (or a religion): employees, teams and even customers are evaluated against each other instead of real market impact or customer value. Excellent professionals are downgraded or pushed out due to temporary KPI drops (illness, vacation, resource shortages), regardless of long-term results. Employees are expected to display constant optimism, even in the face of layoffs, burnout, and chaotic restructuring. Expressing doubts or raising concerns is quietly penalized, creating an environment where emotional conformity outweighs realism and professionalism. Literally ALL senior EMEA leaders across Sales(3!), Service, HR and Finance(2!) have left or been terminated within a single year — an extremely alarming signal. Promotions disproportionately favor ex-colleagues and networks typically from Bain&Co and Wayfair, sometimes even involving spouses of existing leaders. The company repeatedly eliminates people or entire teams before ensuring any realistic backfill or operational continuity, leaving remaining employees to absorb impossible workloads. Project/Products/Prices can change extremely frequently, products may appear or disappear without clear market rationale. Compensation is no longer competitive; when adjusted for inflation, real pay has decreased. While some adjustments were eventually made, they only came after a noticeable employee exodus had already begun, and even then, they failed to fully close the gap. Leadership tone is deeply concerning: the CEO shows little empathy, the CPO’s mood sets the atmosphere, and the CRO publicly stated in a live meeting in front of at least 40 colleagues: “You can ask questions for two days, but at the end, you must obey.” That one sentence encapsulates the current culture better than any review could.