MeisterLabs 

Software 

GmbH

Bewertungen

Thank you for taking the time to share your experience at Meister. We appreciate your feedback and are sorry to hear that you had concerns about leadership, feedback culture, and HR processes. Open communication and continuous improvement are essential to us, so we’d like to address your points directly:

At Meister, we actively foster a culture of feedback—and we see this not just as a goal, but as something that’s already thriving. We run monthly feedback surveys, offer regular leadership and communication trainings, and provide each team member with an individual learning budget to support personal growth. We’ve also implemented structured, regular feedback cycles focused on both performance and development, ensuring that conversations around growth and expectations happen consistently. Transparent, respectful communication is something we prioritize every day, both within teams and across the company.

In addition to direct feedback channels, we also offer anonymous feedback tools and an external whistleblower platform to ensure that every team member—regardless of the situation or audience—has a safe and accessible way to voice concerns. We want to make it as easy and risk-free as possible to speak up, especially in sensitive situations.

We respectfully disagree with the statement that Meister lacks diversity—especially in terms of experience. While we do have a young team, we’re proud of the broad range of professional backgrounds, nationalities, and perspectives that shape our culture. We’re actively working to further strengthen this diversity in all aspects, including age and career experience.

As for our People & Culture team, we always aim to act with fairness, care, and transparency. While outcomes may not always align with every individual’s expectations, our approach to conflict resolution is grounded in dialogue and respect.

Your feedback highlights areas where we can continue to grow, and we take that seriously. If you’re open to sharing more insights, I’d be happy to continue the conversation—please feel free to reach out to me directly.

Wishing you all the best for your next chapter.

Hey there!

Thanks a lot for sharing your feedback and taking the time to reflect about your tenure at Meister. I appreciate your positive words about our team, benefits and office, as well as the constructive feedback and suggestions for improvement.

I’d like to pick up on some of the more critical points that you’ve mentioned. Since we’re a scale-up in a highly competitive market, it is imperative for us to adapt to our external environment to succeed. Coming from a strong B2C customer base, which was largely driven through product led growth, we have refined how we approach the market, who our target audience is and how we position ourselves. That did indeed led to several changes and adjustments in our Sales Team in order to ensure it is set up for success. I'm sorry that we were not able to offer you the stability that you were hoping for during this time. We, however, believe that all adjustments were necessary to ensure we transform into the organization we need to be to be a strong EU-based partner for B2B productivity and also see that our efforts have had a positive impact on the eNPS within the Sales team, which has been in a strong area of >30 within the last two rounds of our pulse/ engagement surveys.

Again, I appreciate your feedback and thoughts. If you would like to discuss any aspect of your time at Meister further, you can always reach out to me at rabea@meisterlabs.com.

I’m looking forward to hearing from you!

All the best,
Rabea

Hey there!

Thanks a lot for your feedback and for sharing your perspective. It’s evident that a lot of thought went into your review and I appreciate the level of detail you’ve provided. I’d like to address a few points you mentioned but also invite you to have a conversation to clarify some of the points, where we seem to have a different perception/ understanding:

Performance Culture
With our quarterly/ bi-annual performance snapshots, we have a performance process in place which ensures that feedback is given regularly so that performance-related decisions are not a surprise. While we may not always share all details openly in the company out of respect for team members both on the reasoning as well as package they have received, please know that we carefully consider various factors and no decision is taken lightly. In all cases we provide tailored support packages to assist our employees in their unique situations and recognise their work.

Team Tenure
As you have also highlighted in your review, we have changed as a company in recent years, away from a family-culture to a high performing team. We're openly acknowledging and driving this change through our values and in each team. Unfortunately, as a result, the company is no longer a great fit for everyone who has joined us at a different time. We're therefore very happy that our team tenure still averages at 2.5 years, with some employees having been with us for up to 16 years by now and more than 30% for over 3 years.

Strategic Changes
Being a start up in a highly competitive market, it is imperative for us to adapt to our external environment to succeed. Coming from a strong B2C customer base, which was largely driven through product led growth, we have refined how we approach the market, who our target audience is and how we position ourselves. One of our core values is ‘Iteration at Speed’. This value requires us to test, try, fail/ succeed and repeat. If we notice that an approach does not prove the expected success rate, we iterate. However, the overall strategic direction of moving towards a B2B space with an integrated Sales motion has stayed the same. We're glad that many of our newer team members also joined to have an impact on our strategic efforts and direction.

Diversity in leadership
I'm happy to hear about your positive review of our DEIB efforts in the overall company. We strive to make further progress in terms of diversity, particularly when it comes to age diversity and people with disabilities and are working here together with several partnerships such as MyAbility, 50intech and The Female Factor. With a 71.4% female share (5/7) in senior leadership and a 40% female share across the company, we're well above benchmarks for IT companies.

We emphasize the importance of good communication skills for both leadership and individual contributor positions. Our leadership team attends regular training sessions each year, and we strive to maintain an open environment where micromanagement and verbal aggression are not tolerated. Since we take claims of any aggressions or misconduct seriously, I’d appreciate if you either reached out to me directly to share your experience and/or raised your case in our anonymous suggestion box via Leapsome, so we can follow up.

Compensation
I’m glad to hear that you appreciate the transparency with which we are communicating in the company and am sorry to hear that the updates we have provided as part of the monthly people news on all collective agreement negotiations have not met your expectations. Our compensation policy is based on a market-based approach with a comprehensive benchmarking tool to ensure equity and fairness across levels, tenure and teams. As a result of the market based approach, we have, in all recent years gone significantly above the demanded collective agreement raise and ensured that also long-term team members are benefiting from adjusted market salaries, particularly in case of high performance.

Thank you again for your feedback and detailed account of your perspective. If you would like to discuss any aspect further, please feel free to reach out to me at rabea@meisterlabs.com.

I’m looking forward to hearing from you!

All the best,
Rabea

Hallo und vielen Dank für deine Bewertung! Es freut mich, dass du dir die Zeit genommen hast, deine Zeit bei Meister zu reflektieren.

Basierend auf deinem Feedback haben wir wohl noch Verbesserungspotenzial, was unsere interne Kommunikation angeht, damit strategische Entscheidungen besser verständlich sind und keine Unischerheit nach sich ziehen. Wir nehmen uns diese Kritik gerne zu Herzen!
Falls du noch weitere Anregungen oder Vorschläge hast, dann melde dich gerne jederzeit bei mir unter jobs@meisterlabs.com - wir freuen uns, von dir zu hören!

Viele Grüße & einen schönen Montag
Rabea

Thank you for sharing your feedback. Your insights are extremely valuable to us as we continually strive to improve.

We understand that the rightsizing measures we went through were frustrating, and we deeply regret any negative impact it had on you and others involved. Those decisions were driven by strategic and economic factors, and it was a difficult choice that we had to make. We are committed to learning from this experience and making the necessary changes to ensure that our processes align with our values of empathy and transparency.

In addition, we also provided attractive compensation packages, severance benefits, and other resources to assist affected colleagues in their transition. We wanted to ensure that individuals had the best possible support during this challenging period and access to resources to help them move forward in their careers.

Meister is going through a phase of transformation, as we are moving from a hidden champion towards a recognized challenger on the market. Those changes come with challenges, and we can understand if the recent dynamics left the impression that we are uncertain about our own strategy. Our leadership is working hard to navigate through these challenges and give everybody as much clarity as possible. I am sorry that it did not feel like that for you, but please be assured that we take your feedback to heart and do our best to improve.

If you would like to share any specific details about your experience or provide further insights, I encourage you to reach out to me directly at rabea@meisterlabs.com.

Thank you for taking the time to provide your feedback.

Best, Rabea