kununu Prüfprozess
125 Mitarbeiter:innen haben diesen Arbeitgeber mit durchschnittlich 4,3 Punkten auf einer Skala von 1 bis 5 bewertet.
106 dieser Mitarbeiter haben den Arbeitgeber in ihrer Bewertung weiterempfohlen.
man könnte zwischendurch online social quiz events gestalten
freundliche und kompetente Kollegen und HR Mitarbeiter, unterstützendes Onboarding-Prozess
Möglichkeit im Homeoffice zu arbeiten, aber auch vor Ort die Kollegen vom Team zu besuchen, es gibt spannende Firmenevents, online meetings und talks sowie self-learning trainings und 1x in der Woche online Joga am Abend
bei Fragen bekommt man sehr schnell eine Rückmeldung
es gibt ein gemischtes Team und der Umgang miteinander ist sehr gut
es gibt persönliches Feedback vom Teamleiter und quartalsweise online Besprechungen mit dem HR Manager
wertschätzend, motivierend
Eigentlich alles, wie auch in meiner Bewertung dargestellt.
Es wird in Zukunft wahrscheinlich viel Cold Calling auf die Sales Mitarbeiter zukommen, muss man natürlich mögen.
Eine sehr lockere Atmosphäre, man kann sich individuell frei entfalten.
Durch die 2 Office Tage und 3 Tage Homeoffice für mich ideal. Es wird außerdem sehr darauf geachtet, dass du in der Woche nicht mehr als 40 Stunden arbeitest.
Ich bin sehr zufrieden mit dem Gehalt, jedoch kann man natürlich im Sales auch deutlich mehr verdienen. Die Löhne werden immer pünktlich gezahlt.
Top!
Sehr gut, wird quasi wöchentlich informiert.
Muss man natürlich mögen, für mich passt es perfekt. Sehr viele Videocallverkaufsgespräche, aber genau dadurch ist man auch so flexibel!
- sehr freundliche und offene Mitarbeiter*innen in allen Hierarchiestufen
- ernsthaftes Interesse an individueller Weiterentwicklung, z.B. durch Workshops, Lern-Budget, 2 Selbststudium-Tage zur freien Verfügung etc.
- regelmäßiges, geplantes und beidseitiges Feedback
- sehr gute Weiterentwicklungsmöglichkeiten innerhalb des Unternehmens
- nicht "schlecht" sondern wissenswert: viele Veränderungen in kurzer Zeit
Super Dokumentation in Confluence, das erleichtert das Onboarding sehr, insbesondere wenn auch remote arbeitet. Tolles Buddy System mit großartiger Unterstützung.
Weiter so!
Salary is fair comparing to other companies and my title.
Mit Schleimen kommt man hier leider sehr weit.
Unerfahrene Geschäftsführung, die wahllos Mitarbeiter mit Kindern rauschmeißen, um ihre Zahlen zu verschönern.
Very nice people, interesting tasks, good options for personal development
Many closer examinations I expressed in the comment sections are related to the experience in the customer support team. However, I can firmly state that some features are permanent in many departments: many people are unhappy and agree that the targets are getting higher and unreachable. The company wants every day more but gives every day less.
Employees from two external companies were hired in order to save costs. The employees were supposed to handle simple requests coming in from the guests and hosts. Working from cheaper countries and with a no fixed salary (their salary is based on the number of tickets closed), this should have helped us. On the contrary, it created more and more problems.
Tickets were closed too fast, with high unsatisfaction of the guests and all related issues. People working under stress only to get their salary increased.
The company should listen more to the employees. If many people complain about the „new“ face of the company, there is a reason. Being unheard by your management doesn´t motivate to work, especially if many issues are raised after a new director coming who never actively worked in your department = has no idea of what we are really facing.
Weekly 1:1 with your TL are thought to show what you achieved during the last week (targets = numbers) and what could be improved. Of course every week is different and not every week can be the best one. This constant need to justify oneself (what happened last week? Why did you achieve less/more?) creates stress in many people.
People are not numbers so they experience changes through the weeks also due to factors that they can´t influence directly (for example: long cases with difficult customers, long cases due to external bugs which need to be fixed and so on).
This pressure will be one of the permanent feature of insatisfaction among Holidu employees. If you feel every day under pressure, your work and daily life will be negatively influenced – with bad consequences. It is sad that every sign of mental issue caused by the stress was often not taken seriously by the company
The company tries their best to show their best side on social media (huge summer parties, events, „best company of the year“ and so on).
It is interesting to see how a short postive review (with only few words comment) always comes after a negative and well structred review, which makes me think that the company always tries to balance any negative input with a positive and forced one, in order to keep high standards.
It was really sad that the main issue of the company was changing the logo and its colors for marketing purpouses while our department was literally struggling due to failed organisation – with no recognition.
Employess are not happy about the company but only few of them dare to speak up. Those who speak up are not taken into consideration anyway, despite of the open feedback culture spread by the company: again, words are not followed by facts.
Many people suffer stress due to the high pressure put in order to reach crazy targets.New joiners were put under strong pressure after only a couple of months – and finally fired.
I would like to point out that this sad work life balance raised in the last period. Compensation days (after working during weekd) were approved or rejected after +1 month. In other words, you need to always be available for the company but as soon as you ask for sth, the Director needs to check 1month long in order to approve a day off which you are entitled of.
The holiday organisation for the high season was also miserable. Some people requested holiday many months in advance. The request was posponed till middle of the year when any reservation would have been expensive and short term.
Having an international team implies also family reunion=organisation must be done in advance, if you really care about your team.
So needless to say that Director&C.O. could enjoy long time off during the peak season,while the employees were still waiting for a reply for their requests.
It was then funny to hear how these people wanted us to believe that there is no hierarchy at the company and we are all alike
Part time is not really well seen which makes difficult to follow any career or study path along the work.
Only „yes“ people have the possibility to grow inside the department. It is sad to see how these people seem to forget where they started and show no empathy with other coworkes.
Too many tasks and responsability = stress for a miserable salary, especially for an expensive city such as Munich.
High management explained that the company aligns the salary according to some general regional values, which were never shared with us. If we google the average salary for any role, at Holidu it was often lower.
No 13th salary, no vacation or Christmas surchage (really common in Germany). No increase after understaffed high season due to the bad internal organisation (this was even an admission by the managment!).
Ridiculous salary increase (around 2%) only based on your numbers. It doesn´t matter when you started, how much you struggled or any private issues you might have encountered during the last years. Only the numbers count: do not forget how often the targets were changed (see previous sections), which makes me wonder if any calculation and consequent salary increase was correct.
+600 people flying to Munich for a party is not eco friendly.
Home Office Policy can reduce the pollution emission. The company increased the office days = more pollution.
One of Holidu´s value is "we win as a team". Sadly, it doesn´t often apply to the real condition. The high targets which were set generate more competition among the colleagues instead of cooperation.
During the meetings, the "best employees" of the month are celebrated. This can create a competition feeling or a sense of inferiority in some people, depending on the personality of each one. In any case, this doesn´t increase a team feeling. Other departments also show charts with the related results but this is related to a bonus which they get if they can achieve better results than the colleagues.
In the Customer Support Team you get no extra bonus for the months where your name was often on the podium.
You are better then other colleagues if you can close more tickets: how you handled the case or if you created unecessarily tickets just to reach the targets, this is not taken in consideration by the management. Another example to show how fairness is not valued anymore.
Unfortunately, many employees complain only privately and do not show their real thoughts during the 1:1s.
Being a start up, many employees are younger. Recently the company started to hire older employees. People with years of experience might see things in a different way or suggest improvements or changes. A fair company should embrace any suggestion, especially if coming from people with years of experience.
On the contrary, any comment was brutally cut during open meetings. This company seems to prefer young and unexperienced people so that it might be easier to manipulate them with parties and nice team events. Older employees are quicker unhappy and even left after less than 1 month.
Clearly disparity between „normal“ employees and management – despite of the „nice“ words coming from above.
As often mentioned, the targets were getting higher and higher while the number of properties = guests and cases to handle increased but the number of agents did not increase accordingly. People were even suddendly fired, which created even more stress and fear.
The calculation of targets was changed so often (4 times in less than a year). Really fascinating, especially when only numbers determine if you should get a(ridiculous)salary increase or not. The question was: which calculation for the targets was correct? Did management really considered all the changes and stress this caused in the employees? According to their words, yes. According to the facts, no. Many empty promises were done.
People got a promotion but no related salary increase due to missing budget. They should expect the increase on the following year, which did not happen.
So the behaviour of the management is getting worser and worser. Empty words without a real human meaning. Only numbers count. It doesn´t matter how the numbers are reached (quality or fairness are not values here).
The office in Munich is modern, bright and light. I found the office always very clean. Not far from Ubahn station and with bus connection.
Due to the home office policy, personal equipment was provided (laptop, monitor, keyboard). The equipment is new.
The work quality should still be improved, at least for the customer support team. Many companies do not let employees work on the phone and email at the same time, for example. This reduces stress and let employees focus more on their tasks. At Holidu we had to handle many different tasks at the same time, which leads to stress and more internal mistakes and all the other consequences which I already expressed.
The company states to value clear and honest communication. This did not often happen in the last year.
Colleagues were suddendly fired after being working for years at the company but it was explained to the team that it was their decision to leave or it was a mutual agreement.
During the hiring process, possible new joiners thought that only 1office day was mandatory. When new joiners were hired, they discovered that the process of increasing the office days to 2 days proweek was already ongoing.
Exceptions to the new policy were taken in consideration only with people who live +150 km far away from the office.
The job description doesn´t match with the real tasks. The tasks listed in the job description are related to a lower support level. It happened that the reference letter mentioned only part of the real tasks.
Too many changes in the customer support team for working procedure (at least 1 change pro day!), which were communicated once they are done - and not before, asking for feedbacks. Management explained that any change should help the employees but I can assure that keeping count of all the changes in a stressful period such as summer .. this doesn´t help at all!
Women are welcomed but with salary gap.
I used to like the job and the tasks itself. It was never boring. Every day we faced new cases, some of them even funny and to be shared with colleagues and family and friends. I think that the best part of customer support is being conscious of being able to help people who really need your backing. When I joined the company, this was the main goal.
When the company decided to reduce costs and hired the new director, things changed – to the worse. A quick and superficial support can´t be a good support. You can verify it by yourself checking reviews from customers. Please, bear in mind not to spend too much time on the reviews done „on invitation“: it was told us to invite people leaving a review only if we could really provide a real positive experience :) This doesn´t match with the idea of transparency which the company promotes. Another example of missing fairness and not willingness to face the real problem.
Good work-life balance, hybrid working is a big factor of this.
For a 10-year-old company, it still behaves very much like a start-up. There is a lack of structure and a breath of fresh air.
If salaries are only adjusted minimally, then compensation must be made in other ways in order to keep up with the competition. I don't find the existing benefits convincing.
There are initiatives regarding environmental awareness, but you don't notice or see much of them.
There are none.
Has improved a lot in the last year.
The work atmosphere started off well but declined rapidly after a year. The Munich-based team, except for some management members, grew very close and still enjoys working together. However, the team was significantly reduced after staff had to be hired in another cheaper country. The department head was more often that not absent, leaving only a few team members in the office, sometimes just two of us. As pressure and stress increased, the atmosphere became tense, with other departments eavesdropping on our conversations. Certain employees who were eavesdropping were known to be close to the leadership. Anonymous company-wide surveys were offered, but due to the team's small size, it was hard to be truly honest without being identifiable. If opinions were expressed anonymously or directly, we were told that our attitudes needed to change and nothing else.
These are just a few examples that would translate the bad working atmosphere.
The company is focused on creating a perfect image through a cringy Instagram presence, flashy merchandise, and trendy designs. However, the reality is different. Many staff members don’t realize that office snacks and free coffee don’t actually equate to an ideal workplace.
Maintaining a good work-life balance was difficult when work consumed your thoughts due to demanding targets and passive-aggressive management. With inflation and low pay, it felt more like a struggle for work-survival balance.
The best way to move up or be successful is to keep your opinions to yourself and make friends with important people. Hard work is not rewarded. We did get a t-shirt and the best performers got a mug after a painful high-season. That made everything better.
In the customer service department, the salary does not reflect the work and hours put in. The company justified the pay by comparing it to basic CS roles, but at Holidu, the job involves much more—encompassing Sales, Account Management, Accounting, Tech, and Product.
Targets were set so high that many team members stayed late daily out of fear of not meeting them. Despite the significant effort from each team member, there were no bonuses, no overtime, no 13th-month pay, and only a 2% raise for "Exceeded Expectations" during the annual review.
It’s still difficult to reconcile the idea of a travel-focused company claiming to have a positive impact on the environment while flying 500 employees to the main office for a company party. That hardly aligns with the environmental values the company so strongly promotes. Within the office, there's nothing groundbreaking—just the standard recycling bins.
Over the past few years, the concept of social awareness has shifted from hiring based on qualifications and potential to forming a DEI team, reflecting the trend of focusing on everything but a candidate's actual abilities. The company claims to promote diversity, but only if it aligns with a single mindset, forgetting the true meaning of diversity.
The Munich team in the CS department trained the staff hired at the new office. Quickly, the attention shifted entirely to the new team, emphasizing quantity over quality. While many individual members were still respected and appreciated, the focus on rapidly hiring a cheaper workforce created a divide between the two offices. The Munich team was left with Team Leads who weren’t even in the same country. Seniority lost its value, and team members began reporting on each other.
The other team rarely voiced their opinions openly, yet the Munich team was perceived as the one always expressing discontent. This led to a situation where we had to start asking questions on Slido with our names attached, to prove that the "harsh and aggressive" questions weren’t coming from us.
I wish there were more experienced colleagues. The company often feels like a glorified kindergarten, with many young employees spending their days chatting about cats, weight loss, or playing kicker a bit too often.
In contrast, time spent with older staff was far more valuable, both mentally and professionally.
My first supervisor was excellent; she genuinely motivated me and encouraged me to improve. Her personal touch created a strong bond and trust between us. My second supervisor, however, frequently rescheduled our 1:1s and advised me to stop venting, saying it would make my life easier.
The third supervisor noticed my struggles but offered no clear solutions, instead suggesting I watch someone I had trained do the work I had taught her. I eventually found my own way to meet targets, but when she let me go, she didn’t say a word during the meeting.
Physically, the working conditions are good.
It was great to be able to work from home and other countries.
When I was hired, I expected to work for Holidu, but it turned out I was actually hired for Bookiply, a different part of the company. While leadership made efforts to be transparent and honest, the real issues lay within the CS department.
For example, employees who didn’t have weekend work in their contracts were still expected to work weekends when the other team traveled to Munich for an office party. No one informed these employees in advance; it only became official after they raised the issue.
After the Director was hired, weekly meetings became filled with vague responses and corporate jargon, with a clear patronizing tone toward staff questions. White lies were common, with employees being made to appear "off sick" for days following their dismissal, which was framed as a mutual agreement. Meanwhile, those dismissed for misconduct received a company-wide farewell, whereas employees let go for expressing their opinions were immediately isolated and told to stop working on the same day.
No company truly practices "equality," as there will always be a hierarchy—there wouldn’t be CEOs, cleaners, or highly paid underperforming employees otherwise. This is true at Holidu as well. Absolute equality isn’t achievable because everyone has different strengths and weaknesses, though that doesn't mean they aren't valuable. True equality is unrealistic, but fair treatment is essential.
At Holidu, I believe the issue isn’t about gender equality but rather about how employees are treated based on qualifications. The head of the CS department remains in place, while many loyal and capable staff members have been let go. A Director was hired to oversee the department, supposedly to reduce costs and address issues, yet the head of the department, who has been central to many of these issues, has not been removed.
The real inequality at Holidu lies in how team members are treated for expressing their opinions. Those who voiced concerns were dismissed, which highlights the company’s lack of true fairness.
It was fascinating to do work for other departments for free—I really got to relive my student days, learning so much without any compensation. Meanwhile, any extra tasks that might actually benefit the department itself? Those were promptly shut down.
So verdient kununu Geld.