kununu Prüfprozess
73 Mitarbeiter:innen haben diesen Arbeitgeber mit durchschnittlich 3,3 Punkten auf einer Skala von 1 bis 5 bewertet.
38 Mitarbeiter:innen haben den Arbeitgeber in ihren Bewertungen weiterempfohlen. Der Arbeitgeber wurde in 33 Bewertungen nicht weiterempfohlen.
Home-office
This was a company filled with people which deeply cared for the brand and the products. The drastic and draconic leadership has destroyed all of it. Nobody cares and that's all thanks to his behaviour. The management is one micromanaging guy, the rest do not dare to disagree with him. Expertise is worth nothing.
I think its a lost case, this guy is the absolute worst that ever could have happened to the brand that once meant something.
Just frustration and no room for error or development. If he don't like you, you gone. Very strict top-down hierarchy.
Whoever claims this company is neutral is lying.
Thanks to the flixble model, doable.
No.
There is no room for development for most.
The teams are sticking together, but it's getting harder, as everybodys motivation was crushed to 0.
All the older colleagues have been replaced by cheaper options from Germany.
Just a quote: "If you don't deliver this by X, you'll get fired."
Again, flexible work times. Other than that, it is emotionally and physically exhausting.
Decisions behind closed doors, if you ask for an explanation, you get bullied or fired. Do not say your opinion, you will get consequences.
Below industry standard, lower pay is valued more than skill. Attempts to improve the 2 pillar were dismissed.
The CEO is deciding every product and feature, so no.
Hi there
Thanks for taking the time to share your thoughts.
We regret to hear that you’re experiencing things so negatively. At the same time, we want to clearly distance ourselves from the personal accusations and the overall image you’ve drawn. We are committed to respectful and professional collaboration – regardless of role, age, or background.
When it comes to serious concerns like bullying, our stance is very clear: such behavior is not tolerated within the Comparis group. We offer confidential internal channels where concerns can be raised and addressed. It is disappointing that you haven't taken the opportunity to speak up directly until this day – only then can we properly understand the situation and act on it.
We also want to respond to your comment about elderly colleagues being replaced by “cheaper options from Germany.” We are not aware of a single case supporting this accusation.
We always appreciate constructive feedback – it helps us grow. However, your review doesn’t offer any specific points we could act on.
We hope that writing this review helped to clear your head. If you ever feel like sharing your thoughts in a more detailed way, we are always open for a confidential conversation.
Best,
Daphne
Comparis offers a modern and flexible working environment. The possibility to work remotely or from home is a significant benefit that supports work-life balance. Employees are also allowed to bring dogs to the office, which contributes to a relaxed and friendly atmosphere. The company develops a wide range of exciting products, and user-centricity is clearly a key focus in the development process.
One of the major downsides is the lack of transparency in recruitment processes. New colleagues sometimes appear out of nowhere without any official job postings or visible hiring procedures. Additionally, it is noticeable that experienced Swiss employees are increasingly being replaced by more cost-efficient hires from abroad, which raises concerns about long-term strategy and fairness.
Increase transparency in recruitment and compensation processes to build trust. Improve internal communication, especially around employee departures, to avoid confusion and speculation. Reevaluate leadership practices—decisions should involve relevant teams and not be driven unilaterally by the CEO. Strengthen the middle management layer to improve team guidance and career development. Finally, foster a more sustainable and inclusive workforce strategy that values experience, rather than focusing solely on cost-cutting measures.
Within teams, the atmosphere is usually very good, with strong collaboration and camaraderie. However, the relationship with upper management, especially the leadership team, is more strained. There's a clear top-down culture that limits openness and psychological safety.
Externally, Comparis still enjoys a relatively strong and neutral reputation. Internally, however, morale is deteriorating. Since the appointment of the current CEO, revenue has stagnated, and the only remaining lever seems to be cost-cutting—implemented via waves of layoffs. Vacant positions are often not filled for “strategic reasons,” which only increases the burden on remaining staff.
Comparis deserves credit for enabling a good balance between work and personal life, mainly due to remote work flexibility and occasional workation options.
There is no clear career path. The organization structure is extremely flat, with a small leadership team and a broad base of executors. Middle management is almost non-existent, despite a clear need for it. Leadership is seemingly defined by the number of direct reports rather than actual leadership skills. For example, the CEO is simultaneously holding the roles of CEO, CTO, Head of Data, and at times BU Lead for Insurance. This leads to a lack of focus and slow decision-making. Internal promotions or development opportunities are rare—what happens more often is that employees are given more responsibilities without corresponding pay adjustments.
Salary structures appear arbitrary. There’s no transparent salary banding or clarity around bonuses—who gets them, how much, and under what conditions. Overall, compensation is likely below average for the IT industry.
There are no notable initiatives in this area.
Among peers, the cohesion is excellent. There is mutual support and good collaboration. Unfortunately, this does not extend to upper management, which is perceived as distant and not trustworthy due to inconsistent communication and opaque decision-making.
Unfortunately, older employees are now rare. Many have been let go or left voluntarily—often replaced by younger, lower-cost alternatives. This is a concerning trend, especially for a company that wants to position itself as a fair and diverse employer.
Decisions from the CEO are often made unilaterally and enforced quickly, even when they have deep consequences for products and teams. This has, in some cases, led to product failures or unnecessary feature development. Feedback from product teams is often ignored, and the CEO’s "Innovation Team" bypasses normal product processes altogether. The broader leadership team seems to act mainly as an extension of the CEO rather than as independent thinkers. There’s little willingness to challenge leadership decisions, likely due to fear of personal consequences. It is quite common that team-level decisions are regularly overridden by the CEO with no proper justification or reasoning.
Employees enjoy a high degree of trust and autonomy. However, there’s strong pressure to deliver hard numbers by month- or year-end. If targets aren’t met, uncomfortable conversations follow.
Internal communication, particularly regarding departures, is poor. When someone leaves—voluntarily or involuntarily—there is often a blurry statement that leaves it open if the person resigned or got laid off. This creates a climate of speculation and mistrust. Layoffs of high-performing colleagues have fueled significant insecurity among remaining employees and have severely eroded trust in leadership.
From what I observed, gender equality appears to be in line with modern standards.
There are a variety of tasks and over 30 different products, which keeps the work diverse. However, this can easily lead to employees feeling overwhelmed, lack of focus, prioritization conflicts. Especially given the relatively small workforce (~100 employees).
Hello,
Thanks a lot for taking the time to share such detailed feedback. We really appreciate your openness and the thoughts you have invested into your review.
It is great to read that you value many aspects of working at Comparis – especially our modern and flexible setup, the possibility to work remotely, the relaxed and friendly atmosphere (including our office dogs!), and the variety and user-focus of our products. I am also pleased to hear that collaboration within the teams works well from your perspective.
At the same time, I would like to address some of the concerns you raised and provide additional context:
1. Recruitment transparency:
Our recruitment processes are generally designed so that team members meet potential colleagues in the second or third interview round and actively contribute their input. This applies to the vast majority of hires.
You're right that we sometimes don’t advertise specific roles. This is not due to a lack of transparency, but because public job postings aren’t always the most effective method – especially for certain specialized roles where we rely on active sourcing.
Even in these cases, candidates go through a structured process with multiple interviews. We also have an internal Slack bot that regularly reminds everyone in the Comparis Group about current openings.
I take your feedback seriously and will reflect on how we might increase visibility further. If you're missing context regarding a specific hire, I encourage you to speak directly with your manager – or feel free to reach out to me at any time.
2. Hiring from abroad:
I assume you're referring to our collaboration with an Employer of Record. Over the past year, we’ve hired a few roles in a fully remote setup – mainly as a result of ending our partnership with a nearshoring provider. These hires were not replacements for Swiss colleagues.
In some cases, we also advertise roles as remote or hybrid to widen our talent pool – not primarily for cost reasons, but to help us hire faster in a competitive market. This setup has also allowed us to retain some valued colleagues who had to relocate abroad for personal reasons – something I consider as a benefit.
3. Vacant positions and workload:
It’s true that we sometimes proceed cautiously when refilling roles, as we want to assess what's really needed. I understand that this can increase pressure on remaining team members, and we strive to support teams through these transitions as best we can.
4. Career development & structures:
We deliberately keep our hierarchy flat – a conscious decision to remain agile and collaborative. We understand this may limit traditional vertical career paths.
However, development in my opinion goes beyond promotions: it's about understanding your strengths, finding your direction, and building the skills you want to grow. That’s why we offer personal development planning tailored to individual goals.
And if that journey eventually leads you to new opportunities outside of Comparis, we fully respect that. If you’re interested in creating or reviewing your development plan, feel free to reach out to me or your manager.
5. Salary and bonus transparency:
Before each salary and bonus cycle, we share key criteria in a Company Update so that everyone understands the process. Salary Transparency in my opinion doesn’t mean knowing your colleagues’ exact salaries – it means understanding your own position, the criteria for decisions, and how you can progress.
If you didn’t receive clear feedback in the last cycle, I encourage you to speak with your manager.
6. Communication around departures:
Managers are generally responsible for communicating resignations within their teams and across the company. We also mention these in our monthly updates.
In certain cases, we choose to keep information more general to protect the dignity and privacy of those involved. While this may sometimes lead to uncertainty, safeguarding individual integrity is and has to be our priority. If you ever have questions, you are of course welcome to reach out directly to those individuals.
Thank you again for your honest feedback – it’s truly appreciated. If you have specific suggestions or would like to discuss any of your points further, I’d be happy to continue the conversation. My door is always open for a confidential exchange, and I’d genuinely value your input.
Best
Daphne
Flexibles Arbeiten, Home Office, Computer, Lage
Management.
Hört auf eure Mitarbeitenden. Sie sind euer wertvollstes Gut. Management ausnahmslos austauschen.
Büros veraltet, aber zentral gelegen
Früher gut, heute schlecht
Flexible Arbeitszeiten, Home Office, Workations möglich
Mittelmässig.
Ganz ok.
Es wird mehrheitlich papielos gearbeitet, Bike to work. Allerdings keine Anreize wie z.B. Beteiligung am Halbtax. Sozialbewusstsein verbesserungswürdig (in einzelnen Abteilungen fehlende Diversität).
Unter den Mitarbeitenden gut (die meisten geben ihr bestes), aber Stimmung ist am Boden
Mitarbeitende werden kurz vor der Pensionierung entlassen.
Unterste Schublade. Manipulatives, egoistisches Verhalten mit übermässiger Kontrolle. Unterschwelliges Mobbing vom Management.
Dank Home Office ganz ok. Moderne Geräte.
Die Mitarbeitenden werden vom Management bewusst in die Irre geführt
Alle werden gleich gut/schlecht behandelt. Eine kleine Elite erhält aber bevorzugte Behandlung vom Management.
Aufgaben wären grundsätzlich interessant. Es gibt aber keine Strategie und die hohe Fluktuation erschwert die Umsetzung.
Hallo,
vielen Dank, dass du dir die Zeit genommen hast, deine Einschätzung mit uns zu teilen. Wir schätzen es, dass du – trotz deiner kritischen Haltung – auch positive Punkte hervorhebst, wie unsere flexiblen Arbeitsmodelle, das Homeoffice, moderne Arbeitsmittel und den Zusammenhalt im Team.
Kritik nehmen wir grundsätzlich ernst und sind offen für klare Rückmeldungen. Voraussetzung dafür ist jedoch, dass sie differenziert und sachlich geäussert werden. Deine Bewertung enthält leider kaum konkrete Hinweise, die uns helfen würden, gezielt etwas zu verbessern.
Wenn du deine Erfahrungen in einem vertraulichen Gespräch differenzierter einordnen möchtest, bin ich gerne offen für den Austausch. Veränderung braucht gegenseitige Bereitschaft und Respekt – dafür stehe ich dir jederzeit zur Verfügung.
Liebe Grüsse
Daphne
The office location is convenient, homeoffice.
The toxic mindset.
Dissolve the whole management team and get someone in who understands what it takes to be a C-Level leader.
If I could give one star, I would. The new management team has deliberately destroyed all motivation and drive.
Again, since the new leadership started, the company has lost all of its values and identity. The focus is all wrong.
This has gotten significantly worse. Constant firings of capable people, serious understaffing with ridiculous approach from the EEB has led to countless hours for the poor people that are still expected to deliver the same results.
If you're up for a promotion, you get fired and they hire someone cheaper to fill that role.
Certainly below Swiss average, the pension is ok.
None.
That is surprisingly still ok, but getting worse each day. Unjustified firings, understaffing and the most talented people leaving make it difficult to form a team.
same as above
Well, the person that is supposed to be the leader is promoting and pushing for a culture of fear, discrimination and picking favorites.
Three stars for not forcing us to the office and working remotely.
None. Even the highly announced big new company strategy was intentionally disclosed only partially.
Yes, everyone get's the same treatment of disrespect. Loyalty and hard work are worth nothing.
There's no time for that anymore
Hello
Thank you for taking the time to share your thoughts. I can clearly sense a frustration in your message, and I’m truly sorry that this is how you’re currently experiencing your time at Comparis.
All the more, I appreciate that – despite your critical overall view – you still mentioned some positive aspects, such as the flexibility of remote work, our office location, and the support among colleagues.
At the same time, I regret that some of your statements come across as quite generalised and not always rooted in specific examples.
We absolutely welcome honest – even blunt – feedback. But in order for it to be meaningful and actionable, it needs to be based on concrete observations and a willingness to engage in improving things. Without that, it becomes very difficult for us to reflect or initiate any purposeful change.
If you're open to sharing more details in a constructive setting, I would truly appreciate the opportunity to listen and learn from your experience. I’m always available for a confidential conversation.
Best
Daphne
Homeoffice
Führung, Kommunikation, fehlende Wertschätzung.
Die bestehende Geschäftsleitung sollte dringend komplett ausgetauscht werden.
Schlechtes Betriebsklima, geprägt von Unsicherheit und Angst.
Nach Aussen erstaunlicherweise immer noch gut.
Zum Glück gibt es Home Office.
Weiterbildungsreglement ist vorhanden und für Einzelne auch zugänglich. Karriereperspektiven oder Mitarbeiterentwicklung ist aber nicht Teil vom Paket. Wie auch, man ist ja froh wenn die Mitarbeiter die Firma schnell wieder verlassen.
Unter den Mitarbeitern gut.
Alter, Wissen und Erfahrung spielen keine Rolle!
Inkompetent und Entwicklungsresistent. Die GL ist ein Witz!
Ein Punkt für die IT und ein Punkt für höhenverstellbare Tische.
Nicht vorhanden!
Lohn kommt pünktlich, sonst keine speziellen Benefits.
Hier gibt es eine kleine Gruppe die massiv bevorzugt wird. Alle anderen werden links liegen gelassen.
Potential wäre definitiv vorhanden. Durch den ständigen Personal- und Richtungswechsel aber schwierig umzusetzen.
Hallo
vielen Dank, für deine Bewertung.
Ich nehme die Unzufriedenheit, die in deinen Worten mitschwingt, ernst – und auch wenn der Ton an vielen Stellen hart ist, sehe ich, dass dir dein Arbeitsumfeld nicht gleichgültig ist. Demnach freut es mich, dass du trotz deiner kritischen Einschätzung auch einige positive Aspekte erwähnst – wie die Möglichkeit zum Homeoffice, den Zusammenhalt im Team oder unsere IT-Ausstattung. Das zeigt, dass es durchaus Bereiche gibt, auf denen wir aufbauen können.
Einige deiner Aussagen – insbesondere in Bezug auf die Geschäftsleitung – sind jedoch pauschal. Solche Aussagen helfen leider nicht dabei, Probleme greifbar zu machen oder Lösungen zu erarbeiten. Ich bin überzeugt, dass Kritik dann wirksam ist, wenn sie respektvoll, differenziert und konkret formuliert ist – gerade dann, wenn es um tiefgreifende Themen geht.
Falls du das Bedürfnis hast, deine Perspektive in einem geschützten Rahmen offener zu erläutern, stehe ich dir jederzeit für ein persönliches Gespräch zur Verfügung. Ich würde mich freuen, gemeinsam mit dir genauer hinzuschauen, wo Veränderung möglich ist.
Liebe Grüsse
Daphne
Dogs in the office
Leader ship, people being hired without interviews, overall management and company culture
Get a CEO that is able to communicate and create a sustainable strategy
Micro management, fear and lies.
Comparis values are gone, the new leader ship destroyed any culture and morale.
Tahnk god for homeoffice, but less and less employees dor the same work
Don't get your hopes up, this company wouldn't ever invest in people.
Everyone is being replaced by cheaper options from Germany and Eastern Europe.
Nada.
Worse and worse, everyone with a opinion is being fired
Zero respect for loyalty. Zero zero.
Empty promises, if you speak up you're gone
One point for the laptop, one for homeoffice.
Non existent, decisions are being made but not hold
Same awful conditions for everyone
How? Investments only in all the wrong places, the innovation team is the biggest joke in history
Hi,
Thank you for your review. It is clear that you associate your time at Comparis with a great deal of frustration — and I truly regret to hear that this is how you experienced it.
At the same time, I want to be direct too: many of the statements in your review come across as highly generalised. Feedback is important — especially criticism. But feedback can only lead to real change when shared in a respectful and differentiated way. General accusations not only affect those directly addressed, but also many people who invest their energy and commitment every day.
Review platforms can understandably offer space to serve as an outlet for anger after a difficult experience — and I respect that. Still, I believe your perspective could have been more helpful if it had been shared with more nuance and context.
Thank you for what you contributed during your time at Comparis. I wish you all the best for your next chapter.
Best
Daphne
Leistung und Teamwork zählen.
Strategischer Fokus dürfte klarer sein.
Liebe/r Comparisianer:in
Vielen Dank für deine positive Bewertung hier auf kununu. Es freut mich sehr zu lesen, dass du dich bei uns wohl fühlst und das Teamwork bei uns hervorhebst.
Deinen Input hinsichtlich der strategischen Fokussierung gebe ich gerne intern weiter. Solltest du Verbesserungsvorschläge haben, kannst du dich gerne jederzeit bei mir melden.
Auf eine weitere spannende und lehrreiche Zusammenarbeit!
Liebe Grüsse
Daphne - People Team
One good thing is flexibility. It’s possible to have home office and work hours are okay. Also HR team tries hard to help with problems but they can’t fix everything.
I work in this company since a few years now, and things changed a lot since new leadership came. Before it was not perfect, but atmosphere was much better. Now company culture is very bad. people don’t trust management anymore, nobody listens to employees. Many good colleagues already left because of this, the rest was fired for no reason, that happens all the time.
I feel very disappointed with how things go now. It’s sad to see the company become like this and I not would recommend it to others anymore
Company need to listen workers better and say why they make decisions. People need same chances for grow and older workers should be more valued. Pay and benefits must be better not only legal minimum. Company should care for environment and social things and help workers grow with trainings. Atmosphere need to be more nice and respect and teams should work better together. Also workers need space for new ideas to make job more fun.
Atmosphere now is not good, very stressful. Since new leadership people don’t feel good here.
Outside people think company is better than it really is. Inside many are unhappy.
Work-life balance is okay because of flexible hours and home office. This is one good thing.
There is no real way to grow or move up. No support for development from management.
Benefits are only minimum legal amount. They give nothing extra for employees.
Company don’t care about environment or social topics. These things don’t matter here, they use single-use plastic cutlery.
Inside teams, we work well together and help each other. But between teams it is not so good anymore.
they gone, fired
Bosses don’t listen to us and don’t explain decisions. They don’t seem to care about what employees say.
Conditions are just okay but not great. No improvements made by company.
Does not feel like there is anything, truth is not being said
Not everyone is treated same, some people have more chances than others. It’s not fair.
Sometimes tasks are nice, but mostly boring and same all time. No space for new ideas, super old tech.
Hi there
Thank you for taking the time to give us your detailed and honest feedback.
Your insights are valuable to us and we appreciate your openness.
I'd also like to be honest: the working environment you describe is not in line with the culture we want to cultivate at Comparis. Your experience is very important to us and we are committed to understanding where we have fallen short.
I would like to invite you to a confidential one-on-one interview so that we can fully understand your perspective and work towards implementing improvements. It is all the more important for us to hear your views in person so that we can incorporate them into any action we take.
Please contact me - I am always available for a confidential discussion.
Best,
Daphne - People Team
Homeoffice
Führung, Kommunikation, keine Wertschätzung
Eine GL mit Vision und Rückgrat ist die einzige Rettung, im Moment sitzen wir in einem steil sinkendem Schiff. Alle 3 Monate ein Stück Pizza ist keine Wertschätzung.
Innerhalb der Teams gut, insgesamt immer schlechter und schlechter
Die Marke ist bekannt, die versprochene Neutralität eine Lüge
Dank Homeoffice gut, es werden aber immer mehr Menschen grundlos gekündigt, die Arbeit bleibt an den verbliebenen hängen
Für einzelne scheinbar vorhanden, das wird aber auch nicht kommuniziert
Unter schweizer Durchschnitt
0,0
Die wenigen, die bleiben durften, halten zusammen
Niemand ist sicher, das Alter oder Wissen spielen keine Rolle
Inkompetent, bodenlos, insbesondere die GL ist ein Trauerspiel aus einer Person umgeben von Ja-Sagern
Traurige graue Büros ohne Klima, IT ok
Entscheidungen hinter verschlossenen Türen, es gibt keinen Dialog, Mitarbeiter haben kein Recht auf Meinung oder Mitsprechen
Es werden alle gleich mies behandelt, manche jedoch massiv bevorzugt
Ohne Manpower keine Möglichkeit neue oder spannende Sachen zu machen.
Lieber Kollege / liebe Kollegin
Vielen Dank für deine Bewertung hier auf Kununu und dafür, dass du dir die Zeit genommen hast, deine Gedanken mit uns zu teilen. Allerdings muss ich gestehen, dass es mir keine Freude bereitet hat, diese zu lesen, und die vielen negativen Punkte, die du nennst, kein gutes Gefühl bei mir hinterlassen.
Um auf deine Punkte vertieft einzugehen, biete ich dir gerne ein klärendes Gespräch an. Komm auf mich zu, damit wir deine Empfindungen bei uns gemeinsam besprechen können – mich würde es freuen.
Liebe Grüsse
Daphne
they allow dogs
lies and terrible communication culture
transparency
Fear, micromanaging
better then reality
ok, but also getting worse
some internel, nothing more
worst & wordt
used to be, but is actively worked against
they all went fired
Eeb is awful, yes sayer, human is worth nothing
don't exist
no innovating or new tech
Dear Colleague
Thank you for taking the time to write your review for us. It seems that a lot of frustration has built up in certain areas, and we are very concerned to hear that you have such a negative impression of us as an employer.
Working with us should not feel this way, and we are troubled that this appears to be the case for you. Therefore, I consider it very important to have a personal conversation to learn more about your experiences so that we can incorporate them into potential measures.
If you are willing to discuss your impressions with us, please don’t hesitate to reach out – I am always available for a confidential conversation.
Best,
Daphne
So verdient kununu Geld.