kununu Prüfprozess
7 Mitarbeiter:innen haben diesen Arbeitgeber mit durchschnittlich 3,4 Punkten auf einer Skala von 1 bis 5 bewertet.
Genuinely international and diverse team, family- and dog-friendly. They embrace AI and are open to questioning how things are done, reacting when feedback is collected. No discrimination based on age, gender, or nationality
Favoritism plays a real role — who gets support, visibility, interesting tasks, or promotions often depends on informal relationships rather than merit. Leadership tone can be harsh and unprofessional at times instead of constructive. Work-life balance isn't always respected in practice (late meetings, last-minute asks), and there's no clear career and growth path transparent reasoning behind who advances.
More reflection and less finger-pointing when things go wrong — looking at what can change internally rather than assigning blame. Rebuild a genuine sense of shared mission and mutual support rather than people working against each other or staying out of fear of the alternative. Be more proactive: think issues through and address them early, and actually listen to the expertise and ideas that already exist inside the company instead of holding people back
Very international, open team — everyone is welcomed regardless of background or life situation. Family- and dog-friendly, flexible structures. That said, a fairly aggressive tone and visible bad moods from leadership are pretty normalized day to day. Feedback can at times be quite harsh and unprofessional rather than constructive, and conflicts aren't always addressed openly — they're often discussed among smaller circles rather than directly with the person involved. As a result, it doesn't always feel safe to speak up openly, and being well-connected informally makes things noticeably easier than not being so.
Hard to say definitively — you can form your own opinion by looking at Kununu directly. On one hand, they've clearly accomplished something with their recent funding round. On the other, there are also quite a few negative comments out there, and outside the startup scene, the company isn't particularly well known.
Flexible hours genuinely exist, but how much you benefit from them really depends on you — you have to actively set and defend your own boundaries, and you can, but it takes effort. At the same time, it's a startup, and project management doesn't always run smoothly: things like clocking off on time or true work-life balance aren't always respected in practice. Meetings get scheduled quite late sometimes, or tasks get handed off in the evening with an expectation they're done by morning. That can lead to working a lot more than you'd expect — and a fair amount of it feels unnecessary rather than genuinely urgent.
The classic startup pitch is that you can advance quickly. Not sure that really holds true here — there are no clear career paths, and it's not obvious why someone gets promoted and someone else doesn't. It comes down to fairly subjective factors, again tied back to whoever is currently seen favorably.
Pretty good for a startup.
Nothing particularly done for or against this — it's just not really a focus either way.
There's a real element of favoritism — how much support and visibility you get often depends on whether the right people happen to take an interest in you. If you don't get that backing, you can end up looking like you're underperforming by comparison, and that gets attributed to you personally rather than to the lack of support — which puts you at a real disadvantage from early on.
Genuinely nothing negative to say here. You don't notice whether someone is younger or older — everyone is treated the same, and benefits are equally accessible regardless of age. No preference given to a particular age group
Leadership style varies a lot by manager — each has real strengths (process/operational knowledge, industry knowledge, humble mentality) and real weaknesses, like anywhere. None are close to perfect, and most carry hands-on work alongside managing people, so leadership time sometimes gets squeezed. They'd genuinely benefit from learning more from each other's strengths instead of each sticking to their own style. Overall, people try to look after their team in their own way, but there's real room to grow — fairly normal for a startup at this stage
Depends a bit on what you mean by it. In theory, you get what you need — laptop, equipment, the option to work from home or come into the office. If something's missing, you may need to ask for it yourself, or occasionally push for it, which could be seen as a downside. And if you're not feeling comfortable for any of the other reasons mentioned above, it's probably not a great working environment for you either — but otherwise, the basics are there
There is a genuine effort to centralize communication and keep people involved — the intent is there. But it's a work in progress: relevant people are sometimes left out of decisions, or too many people get pulled in unnecessarily, and who ends up in the loop still often depends on existing informal networks rather than a consistent process.
On gender, nationality, and background, there's genuine equal treatment — no distinction made there, and while more women in management would be good, the company is already better positioned on this than many others. Where it gets murkier is favoritism: who gets a say, who gets the interesting projects, who gets positive reinforcement, resources, or promotions doesn't always feel fair — there's no consistent, fair model behind those decisions
How tasks get assigned is a bit inconsistent. Sometimes it's classic startup mentality — whoever has the capacity and know-how just does it, because it needs to get done. Other times it's quite top-down: you're told to do something regardless of whether you want to or feel equipped for it. Favoritism plays a role here too. Tasks themselves sometimes drift from what was originally described and can change quickly, not always with much discussion or consistency. Job scopes also don't always match a classic role description — a lot of it you figure out as you go, since not all processes are fully built out yet or roles clearly defined. So don't expect to walk in and simply execute a pre-set role
Thank you for taking the time to share this feedback. We take it seriously, and we're sorry to hear your experience at allO hasn't fully reflected the culture we're working to build.
We're a startup and we're not perfect, but we genuinely try to take constructive criticism to heart and act on it. allO operates on merit, not favoritism. Support, visibility, and opportunities are meant to be earned, not handed out based on informal relationships. In our most recent internal survey (anonymous and over 80% participation), "My manager treats everyone in my team fairly" scored 4.3/5, which reflects that.
Career and growth are a top priority for our HR team right now. We're building out allO's first formal performance and career development framework, and we've shared updates on this openly in our monthly all-hands over the past three months.
On work-life balance: anyone with more than a month's tenure can choose where they work, and we don't clock non-shift team members in and out. We know that flexibility only means something if it's backed up in practice, and we're continuing to work on that.
We'd genuinely value hearing more about what prompted this review. If you're open to it, please reach out directly at careers@allo.restaurant so we can understand the specifics and act on them.
Was ich wirklich schätze, ist, dass es echte Möglichkeiten zur Weiterentwicklung gibt, wenn man Verantwortung übernimmt und Ergebnisse liefert. Das Unternehmen gibt Mitarbeitenden viel Verantwortung, und wer gute Leistung bringt, hat die Möglichkeit, sich weiterzuentwickeln und wirklich etwas zu bewirken.
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.
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.
Danke für das ehrliche Feedback. Schön zu lesen, dass echte Verantwortung bei uns auch echtes Wachstum bringt, das ist uns wichtig, gerade weil wir so schnell wachsen.
Beim Tempo und der Feedback-Kultur hast du einen Punkt getroffen, den wir ernst nehmen. Es braucht eine klarere, regelmäßigere Feedback-Kultur, damit jede*r weiß, wo sie/er steht, und wir achten stärker auf eine nachhaltige Arbeitsbelastung. Daran arbeiten wir aktiv, dein Hinweis hilft uns dabei.
Danke, dass du das so offen aufgeschrieben hast!
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.
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.
Clearer communication structures and more defined career paths would help a lot, especially as the company scales.
Good energy. The office has a nice vibe and people are easy to work with.
Well-regarded in the restaurant tech space and growing.
Flexible, but fast-paced. You have autonomy over your schedule, but sometimes it can be hard to fully unplug. Our customers work untraditional hours, that means sometimes we do too.
Growth opportunities exist but you have to be proactive about seeking them out. More structure around this would be great.
Fair compensation for the stage of the company. Strong benefits.
Easily the strongest part of the company. People jump in to help without being asked.
Nice office, well set up, good space to actually get work done.
A work in progress. Information doesn't always flow consistently, and you sometimes have to chase context.
The problems are real and the product is genuinely interesting. Hard to be bored.
Thank you for the honest and balanced write-up. You've put into words something we think about a lot: the team and the mission are strong. The work now is building the communication and career development structures to match where we're going. We appreciate you sharing this, and being part of building it.
The 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 mission - helping small local restaurants compete with the chains - is worth the work.
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.
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
The atmosphere is what you'd expect at an early-stage startup growing quickly: fast-paced, sometimes intense, often genuinely energizing. The international mix of the team (people from more than a dozen countries, working in many languages) makes day-to-day work culturally interesting in a way that few Munich/Berlin companies can match. It's not always relaxed, but it's rarely boring
Internally, the picture is mixed - which is normal for a fast-growing company at this stage. The mission and what we're building genuinely motivate a lot of people on the team, especially those who joined to help shape something. The company is bringing digitalisation into a conservative industry that genuinely needs it. The external narrative around the company - the investors, the customer traction, the mission - is real, not marketing fluff. But like any startup going through rapid growth, the lived day-to-day doesn't always match the polished external story, and that's something the company is working on.
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. If you're at a stage of your career where you want to build, learn fast, and trade some balance for ownership and growth, it's a fair trade. Flexible hours and working from home help.
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 out company-wide onboarding, coaching, and sales enablement, so the structure is being put in place.
One of the genuine strengths of the company. The team is small enough that you actually know everyone, and the international composition means people bring different working styles and perspectives. I've never had to chase anyone down for help. When I've reached out across teams, people make time, share what they know, and actually care about getting things right together. And that's quite cool environment to work in
My own experience working directly with the founders has been positive. They give real autonomy, trust people to own their areas, engage seriously when you bring problems or ideas and challenge you if your ideas are half baked. I can only speak credibly about my own experience here
Munich office is well-located with good transport links, dog-friendly, and set up for the kind of collaborative work the company does. Working from home is part of the standard setup.
Communication across the team is generally open and direct, and the leadership is accessible - you can speak to founders without going through layers. Like in most companies of this size and stage, not every decision is communicated as smoothly as it could be, and there are areas we're actively working to improve. But the willingness to talk things through is there.
Base compensation is fair for a Munich startup at this stage. The commercial roles in particular are structured with meaningful upside - the commission component is significant, and anyone who delivers their target earns the full package. The structure is transparent and the same across the team. Benefits include Wellpass/Wellhub, dog-friendly office, flexible hours, working from home, team events at both department and company level. The company invests in things that build culture rather than flashy perks.
The team is genuinely international and the working languages reflect that. From what I see across the departments I work with, the company hires from a wide range of backgrounds and nationalities.
This is where the company genuinely delivers. In my role I've built finance processes from scratch - management reporting for company performance tracking and investors, AR and cash collection, AP, inventory tracking, commercial analytics (ARR, cohort analysis, NRR, churn). I co-led our Series A fundraising with the founders, hired my own team, and work cross-functionally with commercial, onboarding, customer support, and product on the commercial implications of decisions. You will not find this scope of responsibility at a corporate at the same career stage. If you want to build and take ownership, the opportunities are real.
Thanks for this. The startup trade-offs you've described - ownership and mission on one side, pace and structure still catching up on the other - are real, and we think about them a lot. Structured onboarding, clearer career paths, and management consistency are active areas of focus. We appreciate you sharing it.
Ich muss sagen, ich bin tief beeindruckt von der Fähigkeit meines Arbeitgebers, im Vorstellungsgespräch so überzeugend zu lügen.
Es wirkt, als hätte mein Arbeitgeber keinerlei Ahnung davon, was Respekt gegenüber Angestellten bedeutet.
Mein Arbeitgeber sollte sich lieber jemanden holen, der wirklich weiß, wie man führt – anstatt weiterhin so planlos und überheblich alles selbst zu machen.
Das Büro an sich ist durchaus in Ordnung – nur leider fehlt oft die Zeit oder die Stimmung, es auch wirklich zu schätzen.
Nach außen hin wirkt das Produktimage unseres Unternehmens sehr professionell – aber eben nur nach außen.
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.
Mein Arbeitgeber hatte schon vor meinem Arbeitsbeginn keine Ahnung davon, wie man neue Mitarbeitende richtig einarbeitet – geschweige denn, wie man ihnen beibringt, die eigenen Produkte professionell zu verkaufen.
Mein Gehalt ist eigentlich in Ordnung, aber das Provisionssystem ist definitiv fragwürdig – deshalb habe ich nie ernsthaft damit gerechnet, kurzfristig viel Provision zu bekommen. Die Mitarbeiterbenefits sind zwar ganz nett, aber nur dann, wenn man überhaupt die Zeit hat, sie zu nutzen.
Wenn du der Meinung bist, dass es umweltfreundlich ist, den Mitarbeitern immer wieder lange Zugreisen für Geschäftsreisen aufzuerlegen, dann glaube ich, dass es einen guten Grund gibt, warum das Unternehmen keine Gewinne macht.
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.
„Obwohl es nicht viele Kollegen gibt, die älter sind als ich, ist das Verhältnis zwischen den jüngeren und älteren Kollegen insgesamt sehr gut. Das gilt für alle – mit Ausnahme deines Vorgesetzten.
Ich glaube, das Management unseres Unternehmens weiß nicht einmal, wie man das Wort ‚Management‘ richtig buchstabieren.
Vertraglich sind 40 Stunden pro Woche vereinbart. In Wahrheit arbeitet man oft 60 – und das wird vom Arbeitgeber nicht nur hingenommen, sondern als selbstverständlich angesehen.
Echte Kommunikation mit den Führungskräften? Fehlanzeige. Sie hören nicht zu, weil sie ohnehin nur ihre eigene Realität sehen wollen.
Die Unternehmenskultur ist grundsätzlich positiv – insbesondere, was den Umgang mit Minderheiten angeht. Diskriminierung wird hier absolut nicht toleriert, und in diesem Punkt leistet die Personalabteilung definitiv gute Arbeit. Leider sieht es in anderen Abteilungen, besonders im Vertrieb, ganz anders aus – dort herrscht oft völlige Planlosigkeit und Respektlosigkeit.
Wenn du gerne mit Menschen aus der Gastronomie arbeitest, ist dieser Job eigentlich sehr gut für dich. Aber hoffe, dass du gute Ergebnisse erzielst, sonst wirst du schnell gefeuert.
My experience with the HR team was good. Despite is a startup but HR team tries to build a holistic system for employees.
-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.
- more feedback channel
- no power play
- should improve management competence, no passive aggressive communication
- focus on trust building with employees
It really depends on which department, some teammates are supportive and relaxed, others, specially the older colleagues are respectless, they don't focus on solutions when something came out but pointing fingers and blaming, which is quite shocking.
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.
No such concept
Nicht so gut
The supervisors in general are chilled but the mid level have too much power and too little measurements to constrain them. One's relationship with managers is weighted more than his/her performance and ideas. Some departments have a good leader who thinks for them, others just care about personal fame and gain.
Entire Customer support team including SDR, and SEs, customer support and onboarding team are in the same side and it's often loud
Communication with colleagues are quite friendly and support, however, managers often have passive aggressive communication style. Things that are discussed often not realised. There is a sort of KOL culture going on, a few key colleagues' voices pronounce louder, other colleagues are not taken into account.
Little transparency and leadership lack of authenticity and trust.
Flat-hierarchy is a lie.
Thank you for this, and for being specific. The HR team is glad that work came through. We're putting real work into how we develop managers, communicate across the organization, and build career paths. These aren't afterthoughts, and feedback like this is part of how we get there. If you're open to sharing more, we're at careers@allo.restaurant.
career path is clear and motived
nothing
the company probably send feedback faster for candidates
Really glad the career path felt clear and motivating. Faster candidate feedback is something we're improving. We appreciate you leaving this feedback!