Fails - it could be such a great place to work.
Gut am Arbeitgeber finde ich
There are a lot of smart, helpful and nice people.
You can bring dogs to work.
Schlecht am Arbeitgeber finde ich
Described everything already.
Maybe one last thing: employee happiness doesn't come from throwing parties alone. There is more to it.
Verbesserungsvorschläge
Leadership training should be mandatory and happen regularly. Not just once.
Focus areas are pretty basic, but clearly needed: how to give constructive feedback, active listening, empathy, and overall communication. Even small things, like tone, body language, a bit of positivity, make a big difference in how people feel at work.
Empathy itself can’t really be “trained,” but understanding what it means and how behavior impacts others would already help in some cases.
Also, decisions or feedback about employees shouldn’t be based on hearsay. If something is raised about a person, take the time to validate it. Otherwise, it creates a very unfair and uncomfortable environment.
Onboarding:
There should be a structured onboarding, regardless of company size. People need time to learn the product, processes, and how things actually work internally. Shadowing and a proper ramp-up phase would help a lot.
Even experienced hires need time. Expecting someone to fully perform from day one misses the point. It’s not just about experience, it’s about understanding the company.
Also, if roles are stretched (doing multiple job roles at the same time), it becomes even more important to allow time to ramp properly.
Assigning a buddy is a great idea, but only if that person actually has the time to support. Otherwise it doesn’t work.
HR:
HR should have a more active view on what’s happening across teams. Right now, it doesn’t always feel that way.
There’s also a hesitation to speak up. The perception is that leadership decisions are rarely questioned, which makes it harder for employees to raise concerns openly.
Arbeitsatmosphäre
Great within some teams and cross-functional teams.
Image
There’s a lot of positive feedback, which is great, but the negative feedback is the one to pay attention to. That’s usually where the real issues are, and it sticks much more.
From the outside, it’s a very competitive space. Some competitors may have stronger products. Trying to match them won’t win. Haiilo would be better off leaning into what makes it different instead of trying to be “just as good.”
On the inside, I’m not sure there’s full awareness of how some teams actually feel. In parts of the company, leadership behavior clearly affects morale; people seem more cautious, sometimes even uneasy speaking up. You notice it.
Also, the fact that people still talk about the old Coyo days says something. It doesn’t feel like things got better ... more like the opposite.
That’s not just an internal topic. Partners and people outside pick up on this too, and it does impact how the company is seen.
Vorgesetztenverhalten
One point I want to be very clear about: giving negative feedback to an employee in an open internal forum everyone can see is not acceptable!
If a leader does that, it is truly questionable whether they are in the right position.
It puts people on the spot, creates unnecessary embarrassment, and has a real impact: people withdraw, become cautious, and start second-guessing themselves instead of contributing openly.
What’s equally concerning is the lack of response to this kind of behavior. In other companies I’ve worked for, this would have been addressed immediately by HR. Here, it felt like it was simply accepted, which raises questions about what is considered okay.
If HR operates differently, there should at least be a neutral, trusted point of contact; someone employees feel safe going to without hesitation.
There also seems to be inconsistency in how leadership is held accountable. Some leaders are clearly expected to meet certain standards, while others appear to operate with more leeway. That imbalance is noticeable and affects trust.
Overall, behavior like this creates tension, uncertainty, and over time, it affects the entire team dynamic.
Arbeitsbedingungen
Option for home office with some presence days in HH, which is nice as you get to see your coworkers - adds to a good working atmosphere with some.
Kommunikation
Needs major improvement
Gleichberechtigung
- Equality here means long time employees are always right.
- Where are the female leaders?
Interessante Aufgaben
absolutely - if they would let you do your job.