Snapdocs Reviews

Eng specific * problems are sometimes left to fester * lack of leadership There was a 6-12 month period where 70%-80% of engineers quit or were fired. They brought in a new VP of Engineering after that time some hopefully things have improved since then.

If you are applying / interviewing for a role with “operations specialist” anywhere in the title, heed this advice. They do not care about your past work experience. It holds no weight in any consideration for the paltry promotions they offer infrequently throughout your tenure there. Promotions are pre-determined, with an interview round that lures in candidates that have no shot at getting the role, to maintain the illusion of fairness. Post interview feedback is vague, often copy pasted from the other candidates feedback, and flimsy reasons to justify the winner. If you are a sycophantic bootlicker, you will rise fast. They look to the team leads to prop up and sustain the wildly prevalent culture of toxic positivity. Genuine criticism is met with utter disbelief, and ad hominem attacks on one’s “emotional intelligence”. People are encouraged to smile and accept anything that comes their way, under the moniker of having “strong resilience to change”. Unhappiness with new processes is not only discarded, it’s laughed at in secret. Morale flew off a cliff in early 2022, plunged ever since and the employees who were still stuck there were tasked with inventing new ways to engage a zombified workplace over Zoom. Often these sessions were “engagement roundtables” in which they are interrogated by management to come up with something, anything, to help out. These meetings were often met with complete silence, as workers have a fear of speaking out and being branded as a detractor. I know for certain that there was an informal hit list of people who were targeted for raising opposing viewpoints. Management’s response to plummeting morale? Introduce productivity metrics. It’s not enough that these specialist roles are tasked with working every minute of every hour they are clocked in for, but their actions need to be monitored and scored. The micro-management even extends to them dictating when you can take a 15 min break and a 30 min lunch, under the guise of “workforce management”. Leadership is soft, and not the type of people that inspire any confidence. If by some miracle you are still there after a couple of years, treading water, you are the first to go in a series of layoffs. There were 4 total rounds of layoffs under the guise of “the economy” or “new automated processes have rendered your position obsolete” but really it’s just another example of a tech start up with a swollen org chart after COVID, with no foresight or contingency plans for any kind of market downturn. It should be known that after layoffs, the Revenue org’s messaging was frank. “Go home and hug your families, we’ll get through this” straight to “That’s business baby!” and then “We have 3 years of runway ahead of us, there will be no need for additional layoffs”. There was one more substantial layoff after these promises. In summary, if you would like to be worked to the absolute limit of your stamina, heavily micro-managed with extreme oversight by people who failed upwards, then please, continue forward. Even if you are looking to get an exec position or a higher management position, you will still want to avoid this company. You are coming into a sinking ship and will be dealt extreme pressure to turn it around after your 90 day onboarding. You’ll put in the work, won’t get rewarded or recognized and you’ll probably just get laid off when the market has another decline. We all did.