Senior Manager - Delivery Manager Paysafe Employee Review

2.0
12 Mar 2024
Recommend
CEO approval
Business outlook

Pros

1. Nice new office. 2. Good stepping-stone for young professionals wanting to learn the industry before moving on.

Cons

1. Lack of ExCo stability. Average tenure is <2 years before they're replaced. This impacts company culture, strategy, and middle management constantly being directed to new priorities. 2. Constant organisational change. The mantra of 'do more with less' is overly pushed but at the expense of delivery. 3. Little opportunity to advance your career. 4. Too many legacy systems with single points of failures. 5. Renumeration is not great. Forget bonuses; Board sets unrealistic targets. 6. Office morale has got a lot worse as a result of HR's Return to Office policy. 7. In the process of being transformed into a sales led organisation, but at the detriment of middle and back office. A lot of people joined when this was a product led company - that culture has gone and with it a lot of talented people.

Explore other reviews about Paysafe

5.0
7 Apr 2026
Recommend
CEO approval
Business outlook

Pros

I recently joined the Paysafe team. My experience has been very positive. The onboarding process was well organized, informative and smooth from the start. The team has been super welcoming and supportive. It is clear that the company values its employees and creates and environment where new team members feel comfortable, included and motivated to succeed.

Cons

As a new employee, there is naturally a lot of information to absorb during the onboarding process, but the support provided has made it manageable and encouraging.

2.0
7 Apr 2026
Recommend
CEO approval
Business outlook

Pros

• The company offers some flexibility with remote/hybrid work options in certain teams. • Exposure to fintech and payment processing technology can be interesting for those new to the industry. • Decent health benefits and standard PTO in many locations.

Cons

• For the third consecutive year, the company has failed to pay out performance bonuses despite meeting or exceeding individual and team targets. It seems that they set very high budgets deliberately so no variable pay is paid. This has significantly impacted morale and trust in leadership. • Compensation overall feels below market rate for the skills required, especially when bonuses (which were promised as part of the total package) are consistently withheld. • Frequent reorganizations and shifting priorities create uncertainty and make it difficult to plan long-term. • Communication from senior leadership about financial performance and bonus decisions has been poor and lacks transparency. • They constantly lay off people to make up for losses in revenue.

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