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      Kissflow

      Engaged employer

      Kissflow Reviews

      3.7

      73% would recommend to a friend

      (354 total reviews)

      Suresh Sambandam

      71% approve of CEO

      71% positive business outlook

      Kissflow has an employee rating of 3.7 out of 5 stars, based on 354 company reviews on Glassdoor which indicates that most employees have a good working experience there. The Kissflow employee rating is in line with the average (within 1 standard deviation) for employers within the Information Technology industry (3.9 stars).

      Reviews by job title

      354 reviews
      3.0
      4 Apr 2022

      Highly uncertain place to work

      Channel partner manager
      Recommend
      CEO approval
      Business outlook

      Pros

      1. Nice office space in Chennai 2. Unlimited Tea & Coffee. Snacks are available for cost. 3. Good opportunity for learning based on your manager. 4. Good work life balance

      Cons

      1. Salary is not as per industry standard. 2. Culture, Culture, Culture...They speak a lot about it but at the end of the day if your manager does not believe in the culture nothing much can be done. Your life will be miserable. 3. Frequent change of company strategy. The team restructuring happens at least once in 2 quarters. You'll be working on something but before it gets done, the restructuring will happen and all your work goes to waste. 4. In many instances, I have seen favoritism especially on the side of people who says yes to the management every time without thinking. 5. Many of the SaaS companies (the top ones) in Chennai will not hire you as they have a no-poach agreement with them. In other words, if you get into Kissflow, you cannot easily change jobs to other SaaS companies.

      avatar
      Kissflow Response
      3y
      Thank you for sharing these critical issues - this gives us an opportunity to review and then correct the valid ones. We are sorry to hear about your experience, but do appreciate you taking the effort to share. We would like to talk to you about the specifics to help resolve and clarify the issues highlighted. This should help us fix things for those working here and also give you some clarity / closure. Can reach out to someone in the leadership (including our CEO) or People Ops team whom you are comfortable with and share the specifics? A few inputs to begin the conversation: 1. We are working on a competitive compensation across the org over the last year especially. We will continue to work on this and are particular that those who contribute their best are also suitably rewarded and taken care of. 2. We agree that a manager plays a crucial role and our effort is to make all employees (managers included) be aware of how to manage work and people. We do give time and space for people to make mistakes and learn, but at the same time anyone has the freedom to speak directly to the senior leadership or People Ops team if they have a challenge with their immediate manager. 3. Changes are hard but a natural part of working in a growing start up, this will continue to exist and is one of the reasons a lot of us want to join - for the opportunity to build and establish things rather than execute alone. But we do understand that this is tough for some folks who might have different skills / aspirations and we have worked to help them align. There is scope to improve here we agree and are working to better address this given the context we are operating in. 5. There is no "no poaching" policy here, nor should I say in other companies - this might be a misunderstanding / assumption by folks. We understand that this might not answer all your questions/concerns, but we hope we can do that once we connect. We wish you the very best.
      1.0
      10 Mar 2025

      Worst company ever- Bullying and harassment

      Sales
      Recommend
      CEO approval
      Business outlook

      Pros

      Good coffee and some managers are amazing!

      Cons

      Everything is a con after a point. Whatever you see during your initial days are just drama. After 6 months, you’ll start telling the new joiners on stories about how you thought this place was the best but then you ended up at a scrap.

      avatar
      Kissflow Response
      1y
      Dear colleague - its unfortunate to hear your perceptions of incidents in our org. We would still want to help resolve your challenges by having a direct conversation. If you are not satisfied with me/the team, would encourage you to directly speak with our CEO (mail/meeting) or anyone else in leadership who can help address this. But the assertions on our tolerance of any serious negative behaviour is completely false, all issues brought to us are reviewed at the highest levels before decisions are made. These are things that we take seriously and public perceptions (posts online) are nothing to do with it - we believe people deserve respect. These will be kept confidential for obvious reasons, but cannot be viewed as inaction. We also understand that not everyone might agree with the decisions, but we do aim to be fair to all concerned. Would like to add that sharing anonymously and publicly doesn't help resolve any genuine issues and there's still time for you to speak to any of us on this directly. If not, we understand, apologise for any misunderstandings from our end and still wish you the very best in your journey ahead. Best, Abhishek (Culture Shepherd)
      1.0
      23 Aug 2025

      Leadership Failure and a Culture That Silences Employees.

      Anonymous employee
      Recommend
      CEO approval
      Business outlook

      Pros

      Few talented colleagues who genuinely try to make an impact despite the broken system.

      Cons

      The company is in a dismantled stage due to repeated poor decision-making and lack of vision with Frequent layoffs with zero transparency or accountability from leadership. Legacy leaders with no leadership qualities or updated knowledge — unwilling to upskill or adapt to modern tech practices. Employees are forced to report to such leaders and the “image” they project of you is the only feedback upper management considers—regardless of your actual contributions. The company needs a 'flush out' regulation to interview these people both skillset and cultural aspect once in a while and I'm sure if this happens then a lot of the so called legacy managers and leaders will be thoroughly sent-off. Senior management and the people ops team routinely ignores employee concerns, leaving teams unheard. and the funny part? People ops team act like they care just so you don't write any reviews. Concerning treatment of pregnant women. if you are a pregnant women or if you are returning from pregnancy leave the chances are that you will be laid off immediately, showing a total lack of employee support. some legacy engineering managers have shown unprofessional and inappropriate behaviour toward women employees. What’s worse, their colleagues mirror this behaviour, and despite escalations being raised, no meaningful action was taken. Such issues are brushed under the carpet, creating a highly unsafe and demoralising environment. Organisation-wide all-hands meetings, the CEO often gives lethargic, dismissive, or unclear answers to employee questions, leaving people even more confused instead of inspired.

      avatar
      Kissflow Response
      9mo
      Dear colleague - apologies for not responding sooner. I can understand some of the frustration as there are some genuine concerns in what you have shared, but also some inaccuracies, let me try to address both. The aim is to give you an honest POV, but I understand that without a direct conversation we might miss out the full context. There has been some restructuring over the last year across the industry and we are not immune to this. What we have done differently though is give people extended time to find a job of their choice and not stick to a predefined date. The performance of the individual also influences this decision in certain cases. In some cases this involved folks who were either returning from maternity or were not willing to travel to office. Even here we give flexibility for those with medical reasons to WFH longer and such folks do continue to work with us. So the reason continues to be restructuring and willingness to WFO (which we respect, but cannot always accommodate) and nothing else. Other issues regarding managers' behaviour that have been brought to the management's notice have been taken seriously and dealt with both 1:1 and also in a group manner. If there's anything that is still lingering, you need to talk directly to us to check. But we cannot be sharing the actions taken with the general public out of consideration to the parties involved. The other statements about people's actions seem to be an opinion which I don't want to get into without more specifics. We will be happy to discuss this should you be open to it. While there could be things here that you disagree with, our hope is that you will atleast be open to more dialogue or constructive action for having more peace of mind at work. Wishing you the very best!
      Viewing 1 - 3 of 354 Reviews
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      ReviewsKissflow reviews

      Glassdoor has 377 Kissflow reviews submitted anonymously by Kissflow employees. Read employee reviews and ratings on Glassdoor to decide if Kissflow is right for you.