Ihr Unternehmen?
Ihr Unternehmen?
kununu Prüfprozess
5 Mitarbeiter:innen haben diesen Arbeitgeber mit durchschnittlich 1,9 Punkten auf einer Skala von 1 bis 5 bewertet.
Lot of opportunity to grow. Hard and rewarding problems to solve. Your work is recognized and appreciated. There were good benefits. I got two raises without asking for it during my time
They have a 360-degree feedback system, but it is often worthless. I struggled to get actionable feedback despite putting in a lot of effort to give and get actionable feedback. Most of the feedback I received were hollow and blanket statements.
I don’t know the current situation, but until 2024 they were burning through investor money and were under pressure to show good numbers to existing and potential new investors. As a result, several rounds of layoffs happened, and they were handled very poorly, with poor communication and zero empathy.
Please handle layoffs with more empathy. When people are being let go, especially for reasons like meeting VC expectations, it’s important to allow them the dignity of a proper farewell. Revoking all access, including Slack, in the middle of the termination call feels unnecessarily harsh and inhumane. A better approach might be to grant an additional hour of Slack access so they can hand over work and say goodbye to their colleagues they’ve worked with for so long.
One of the best things about my time at Hive is the work atmosphere. The average age in the company is low and the energy levels are supar high.
Communication is generally good. But there is little to no transparancy for certain matters for a company that boasts about transparancy
Leadership is invested and hands-on. There are opportunities for motivated people.
It does not have a blameless culture, and some teams lack psychological safety. They tend to focus on team members to point failures on and deflect attention from poor planning, rather than talking about structural failures to learn from and work better together.
It's a transient environment with many moving parts, resulting in decisions changing every few weeks. Restructuring and layoffs are frequent.
Quiet on the outside, tense on the inside.
The broader culture normalises overwork (60+ hours a week) without adequately protecting people who are already stretched.
Some team members are supportive and collaborative, but the workload is often unevenly distributed across the team, with newer employees overloaded under pressure and shorter deadlines, and the more tenured or senior employees being idle for long.
Some of the management lacks experience, and can be aggressive by creating a hostile environment during difficult times, leading to burnout.
Many stakeholders and managers are unaligned but still have demanding expectations, and there are no proper feedback loops in place. HR also tends to lack processes on having structured conversations or involving all required parties before making decisions.
Sadly alpha-prone. Decision-making is unilateral.
Depends. If you're in a floating role, i.e. without a grounded team, you might end up in an area with lack of ownership boundaries, or that isn't aligned with your core area of expertise/skillset.
- Understanding if any private matters happen + vacation policy is great
- Working hours for any customer-related role is 60 hours+
- Founders rather party in Africa than fix problems with the team
- If you do shifts please live "all hands on deck" instead of all employees work but founders can leave whenever they want
- Internal learning sessions are a joke when a founder who works 80-100 hours a week gives you a lesson on a healthy work-life balance
- Yes-man/woman culture towards the founders gets rewarded and makes the company stagnate
- Company misses a lot of trends through not listening to employees and only pushing something if the board mentions it, a peer has it or the leadership team saw it on Linkedin
- Change the C-Level, especially one of the founders and his temper will be a big problem as we advance
- Get rid of the Boys Club, it's great that the Top 5 male employees have a Whatsapp Group but stop ignoring people and work with every employee
- Fix hiring by focusing on fit instead of gender and try to develop your people by spending money on them. Junto is a joke.
- Understand the people that actually care about the company and don't fake it for their own good (FA)
- Stop making stupid mistakes (office) and listen to the opposition. Building an echo chamber in your boy's club won't help the company progress
Generally high-pressure environment + occasional blaming culture through part of the leadership - Wrong hires, who do not value the Hive values destroyed the will for employees to push together since they take praise but other employees don't get the spotlight.
Image is still great but is being tarnished through the exodus of a lot of great employees
Okay as long as there are no accidents or problems
Interns become Seniors, then team leads in 6 months with no additional training. Meanwhile, leadership has to cut promotions and has no incentive to train people on their team since a hire-and-fire culture is part of the "high-performing" mindset
Salary was okay
Fake it until you make it
People just try to use other people to save face and impress leadership
As there is only one older colleague its not a problem
The leadership team is a boys club that does what it wants - hiring the new leadership was not dominated by fit but rather that a female is needed for the position.
Non-paid fulfillment shifts are the norm every now and then or an unpaid CX push since the CX Team is not able to innovate
Is really bad in crisis times and screaming happens frequently
Early employees with a lot of Facetime dominate the opinions and other opinions will not get accepted if the Founders don't like the person. The company wants to have gender equality but pushes females in the interview process instead of hiring the better male applicant.
At the start yeah, now not so much since the Silo has been built
Nichts
Kein Respekt vor der Privatzeit der Mitarbeiter. Management und C- Level versuchen vorzutäuschen, dass man (obligatorische) Überstunden mit Pizza und Ramen bezahlen kann.
Alle Unternehmen, auch Start-Ups, sind zur Einhaltung des Arbeitsrechts verpflichtet.
Nur Roboters
Kein Privat live.
Kollegen, die in das Privatleben von Kollegen eindringen.
Unternehmensleitung droht mit Kündigung, wenn Mitarbeiter sich weigert, unbezahlte Überstunden zu leisten
High ownership, good learning curves for young talents.
Stop using promotions as a tool to keep talent. Instead focus on developing people. From intern to Team lead in less than two years is not healthy for anybody.
High pressure, high speed, constantly understaffed, good learning in generalistic roles, but no time to build expertise
Payment seem fair, if not calculated in actual working hours.
Talking about resilience or mental health, but in the same breath saying that no important company was build with people only working 40 hours
Depend on your manager. Most people in the leadership team never had any leadership Experience or expertise before. High pressure without any Filter. Promotions as a tool to keep people, instead of proper management, career development or guidance.