Quinyx Reviews

Quinyx exists in a constant state of chaos. Teams are too small to handle the massive workload, which leads to lots of overtime during the week and on weekends (not just in management positions, but on ALL levels). This was a problem even before the massive layoffs in spring 2020. With smaller teams things didn’t get easier. Work life balance is mostly seen at the Stockholm office. Similarly, the fluctuation rate is much higher at most offices outside of the HQ with an insane hire and fire culture starting to develop especially at the London office. Management is the worst I’ve ever experienced. Some people are on a power trip (shouting matches included), others are entirely incapable of doing their jobs. Several fantastic managers were let go during the layoffs, even though they had been with the company for several years.

Let´s start with the compensation plans for 2020: Never have I ever experienced such poor transparency and expectations from upper management when revealing the compensation plans for this year. After running the numbers, it turned out that you would earn LESS on total OTE compared to the previous year. This lead to distrust and frustration from a number of employees. It wasn´t until after people had resigned, voluntarily left, or were fired on the spot that the comp plan was fixed and the base salary got an increase. Costly mistake. Hire and fire mentality: With people being fired on the spot or voluntarily leaving, this left an eerily quiet and cold atmosphere in the office and you could even hear a pin drop on some days. It was clear that the firing mentality (which really picked up after 2020), made multiple people uncertain and uneased about their future at the company. Things didn´t get better when HR gave out the vaguest statements for the firing when in reality the truth was completely different. Some key figures who had been there right from the beginning of the launch of our first office in London were fired on the spot too. The so-called "Swedish" culture is no longer apparent in the London office due to increased cynicism and a revolving door that has no end. I also have the impression that the leadership has a zero-tolerance policy in taking on constructive feedback on what they did wrong or what they could improve on. Limited career opportunities internally: Another reason for the cold atmosphere and people voluntarily leaving was the disregard for sales reps moving internally within the company. There was an expectation that sales reps would be in their role for 2 years (with no regard to their own performance) and then move up. However, when working as a sales rep, the job becomes extremely monotonous, repetitive and mundane after 9-10 months and you would naturally look at the opportunities internally, but there were none and it seemed like they simply didn´t care for the hard work being put into building an impressive sales pipeline. There were no upskilling or development sessions for moving internally as well. There is also a sense of favoritism too. Only once have I witnessed a colleague in the London office being promoted for their performance and dedication, however, promotions were flying left, right, and center in the Stockholm office when in reality the majority of the salespeople are based in London.