Die folgenden Benefits wurden am häufigsten in den Bewertungen von 21 Mitarbeiter:innen bestätigt.
Mitarbeiter-Events
Homeoffice
Hund erlaubt
Internetnutzung
Flexible Arbeitszeiten
Diensthandy
Gute Verkehrsanbindung
Rabatte
Mitarbeiter-Beteiligung
Parkplatz
Firmenwagen
Barrierefrei
Kantine
Coaching
Gesundheits-Maßnahmen
Betriebliche AltersvorsorgeThe scope of ownership and the speed of learning. As Head of Finance, I've been able to build essentially every finance process from scratch, partner with the founders on fundraising, hire my own team, and work cross-functionally with commercial, onboarding, support, and product. This is not the kind of role you find at a structured corporate at the same career stage - you have to actively want this kind of environment. The international team is a real strength. And the ...
Besonders schätze ich die offene Unternehmensstruktur und das Vertrauen, das den Mitarbeitenden entgegengebracht wird. Wer Eigeninitiative zeigt, bekommt schnell Verantwortung und kann eigene Ideen einbringen. Das Unternehmen entwickelt sich kontinuierlich weiter, insbesondere im Bereich KI und Automatisierung, wodurch die Arbeit sehr abwechslungsreich und zukunftsorientiert ist. Außerdem herrscht ein sehr kollegiales Miteinander, bei dem sich die Teams gegenseitig unterstützen.
The team is genuinely one of the best I've worked with - always willing to jump in, no ego, and really welcoming to new hires. You never feel like you're figuring things out alone. The mission is real, the product is interesting, and you feel that in how people show up. Lots of flexibility and autonomy, nice office. If you want to grow, the opportunity is there.
Work-Life-Balance ist ehrlich gesagt nicht eine der größten Stärken des Unternehmens. Das Tempo ist hoch, die Erwartungen sind anspruchsvoll, und es wird oft ein hohes Maß an Engagement erwartet. Für Menschen, die ein sehr klar strukturiertes 9-to-5-Umfeld suchen, ist es wahrscheinlich nicht die beste Wahl. Außerdem könnte die Feedback-Kultur verbessert werden, damit Mitarbeitende klarer wissen, wo sie stehen.
-Leadership lack of authenticity and empathy.
-New ideas and improvements are ignored.
-Lack of identification of performance measurements.
-Only 1 months of termination notification period, however managers are 3 months.
The pace and workload are real and the company is honest about being a startup, but it means not every process is mature yet and onboarding/structure are still being built out. Some of this comes with the territory of growing fast; some of it is something the company is actively working to improve. People who join expecting a finished organization will be disappointed. People who join expecting to help build one will thrive.
Still very much a startup. Processes are a work in progress and communication is inconsistent. Leadership is ambitious, cares about doing right by the team, and is genuinely learning as the company grows - even if things don't always land perfectly. Work-life balance is fine, but it's on you to manage it. No one's tracking your hours, but the pace is real.
Mein Arbeitgeber sollte sich lieber jemanden holen, der wirklich weiß, wie man führt – anstatt weiterhin so planlos und überheblich alles selbst zu machen.
- Respect your employees and don't micromanage.
- Promote the right person
Regelmäßigeres und klareres Feedback wäre sehr hilfreich, damit Mitarbeitende besser verstehen, ob sie gute Arbeit leisten, wo sie sich verbessern können und wie sie sich weiterentwickeln können. Zusätzlich wäre es gut, stärker darauf zu achten, dass die hohe Arbeitsbelastung langfristig nachhaltig bleibt.
- more feedback channel
- no power play
- should improve management competence, no passive aggressive communication
- focus on trust building with employees
Continue investing in structured onboarding for new joiners - the buddy programme and product knowledge sessions are good steps, and the more consistent they become, the more new hires will succeed in their first months. Continue building consistency in middle management practices as the company scales
Der am besten bewertete Faktor von allO Technology ist Kollegenzusammenhalt mit 4,2 Punkten (basierend auf 7 Bewertungen).
Die meisten Kollegen sind freundlich und hilfsbereit, weil sie wissen, dass du ohne ihre Hilfe nicht viel von den Vorgesetzten erwarten kannst. Wenn du sie nicht fragst, wirst du von deinem Chef keine Unterstützung oder Informationen bekommen.
Colleagues are actually nice, but some mid level are given too much power and they act like they own every team
Freundschaftliches Verhältnis
Easily the strongest part of the company. People jump in to help without being asked.
Really high team team spirit, people are always there to help you
Der am schlechtesten bewertete Faktor von allO Technology ist Work-Life-Balance mit 3,2 Punkten (basierend auf 10 Bewertungen).
I'll be honest: this is a startup, and the workload reflects that. Hours can be long, especially in commercial-facing roles, and the rhythm of the restaurant industry means our customers don't operate on a 9-to-5. The sales team also travels regularly - that's part of the job when your customers are local restaurants spread across the country, not something you can do entirely from a desk. If you're looking for a strictly contained 40-hour week, this isn't the right place. ...
Once they expected us to work from 8 hour day shift plus 4 hours more in the evening.
Also there is a 12.5% over-working threshold, only time exceed from are compensated.
On the other hand, most customers have zero clue or respects of private time. You will get messages or calls even at 10:00pm.
Overwork only if I want to; nobody forces or blames me for anything. I didn't expect start-up have a classic work-life balance anyway.
Wenn du der Meinung bist, dass mehr als 60 Stunden Arbeit pro Woche noch im Einklang mit einer guten Work-Life-Balance stehen, solltest du vielleicht einen Arzt aufsuchen und dein Gehirn überprüfen lassen.
If a normal working load of 50-60 h per week is Balanced.
Karriere/Weiterbildung wird mit durchschnittlich 3,4 Punkten bewertet (basierend auf 6 Bewertungen).
Continuous learning and development opportunities are generally not provided in a structured or reliable way. While professional growth is sometimes mentioned, there is no clear or consistent framework that actively supports employee development.
Employees who show interest in expanding their skills beyond their current role or responsibility level are often met with vague responses such as “let’s see,” without any concrete follow-up or clear perspective. As a result, individual initiative does not necessarily lead to real development opportunities.
Overall, career ...
Growth opportunities have to be actively pursued, staying quietly in the same place probably won’t yield any results. But that can be said about every workplace
Growth opportunities exist but you have to be proactive about seeking them out. More structure around this would be great.
There is no formal, structured career development programme yet - that's the honest answer. What there is, and what matters more in my view, is the opportunity to take on responsibility and grow into roles. I've hired two people into my team and shaped my own scope significantly. People who actively seek growth and own their development do well here. People who expect a defined path will struggle. That said, the company is actively investing in this area - building ...
Mitarbeiter:innen nehmen bei diesem Arbeitgeber vor allem diese Faktoren wahr: Neue Dinge ausprobieren und Mitarbeiter loben.