kununu Prüfprozess
33 Mitarbeiter:innen haben diesen Arbeitgeber mit durchschnittlich 3,6 Punkten auf einer Skala von 1 bis 5 bewertet.
Holidu has a young, dynamic work environment and a supportive team atmosphere. Working alongside motivated and helpful colleagues makes the day-to-day work experience very enjoyable. In addition, the company fosters a good work-life balance, if you actively seek it out and demand it. A particular advantage is the hybrid work model, which allows for a maximum of two days in the office per week. This flexibility makes it much easier to balance work and personal life and, for me, is the greatest benefit of working at Holidu.
Bonus structures are disadvantageous for employees, as achieving targets is often beyond their control.
Feedback isn’t passed up the chain. There’s a lack of transparency regarding priorities and a lack of communication from (all the way) at the top down. Products are released before they’re fully developed which causes so so so much work.
Employees are not valued financially. Every year, more and more is demanded, without any corresponding compensation from the employer.
Holidu has the potential to be an excellent employer. However, the current push for profitability is putting significant pressure on employees, with many teams already feeling overworked and stretched to their limits. It is important that management recognizes and rewards these efforts once profitability is achieved (with not just another party).
At the same time, more office days, reduced bonus opportunities, and increasing workloads are likely continuing to drive higher employee turnover, particularly in Sales and Account Management, if not addressed soon.
If you actively set and maintain your boundaries, the work-life balance at Holidu can be quite good, depending on your role and responsibilities.
There are no opportunities for professional development in Sales and Account Management. Once you have the “Senior” title, you either have to hope that the team will grow large enough for you to be promoted to “Advisor,” or that an “Area Lead” position will become available. Internal hiring at the company is often based on favoritism.
There are learning opportunities, such as leadership programs, for which you have to apply. However, unlike at other companies, completing the program is not viewed as a qualification for internal career advancement. Learnerbly and other options for individual professional development have been discontinued.
Compared to the competition, the salary is simply at the lower end of the salary bands and is incredibly opaque. While new hires are hired here at a rate 15k higher than existing staff members in the same position, the company cites salary bands (which no one publicly discloses) and negotiations as justification. Annual performance reviews are the only way for existing employees to get a raise. However, if you fail to meet the goals - the achievement of which is largely beyond your control - the raise doesn’t even match the rate of inflation. Projects that you’re expected to complete in addition to your normal workload in order to score well on the “Values” criteria count for virtually nothing in the annual review and aren’t factored into your salary, regardless of your performance. So here, you’re at the mercy of the process’s arbitrariness.
The team spirit at Holidu is exceptional. Collaboration within and across teams is truly impressive, people are approachable, supportive, and always willing to help each other. This creates a positive and enjoyable work environment where teamwork is genuinely lived.
Managers generally care about the well-being of their employees and are approachable when concerns arise. However, feedback is not always acted upon effectively, and issues can sometimes get lost in lengthy feedback loops. In some cases, leadership effectiveness could be improved through better alignment between management roles and individual skill sets.
After a while, there are no new tasks left. In sales and account management, you do the same thing every day.
Overall, Holidu is a great employer where you can gain valuable experience over a few years. The company has a young and international team, which makes working with colleagues enjoyable and engaging. It also offers many great benefits that contribute to a positive work environment.
In Sales in particular, the bonus is never fully guaranteed, while the base salary is simply too low. The repeated changes to the bonus structure over the past months, mostly to the disadvantage of employees, have been quite frustrating and disappointing.
Career progression opportunities are rather limited. Whether you can be promoted to a role such as Senior Advisor often depends on the size of the team rather than on your skills or performance. Unfortunately, advancement is not always based on merit, which is disappointing.
Especially in Sales, the bonus structure has been changed around eight times over the past one and a half years, and never in a way that benefited Sales Managers. The base salary is relatively low, and only about 70% of the bonus depends on your own performance and results. The remaining 30% is outside of your control, meaning that reaching your full bonus often comes down to luck rather than performance.
In Sales, you generally have the same tasks every day and there isn’t much variety. There are opportunities to take on additional projects, but overall, the work tends to be quite repetitive.
Great international spirit, leaders are approachable, open to feedback, and initiative is truly valued.
Overall, Holidu is a great place for people who want responsibility, learning opportunities, and an international, modern work culture. It’s not perfect — and it doesn’t pretend to be — but the company is moving in the right direction, and you can genuinely contribute to meaningful progress.
Some processes are still being built (or re-built), so you need to be comfortable with ambiguity. People who enjoy structure from day one might find this challenging, but it’s also an opportunity to shape things.
The people are genuinely friendly, smart, and motivated. Collaboration across teams usually feels easy and respectful, and you can quickly build relationships also across locations.
Hybrid work and flexible ways of working are a plus. Work-life balance depends a bit on the team and the current business phase (after all it is a scale-up), but the overall direction is supportive.
Every employee gets a learning budget and access to multiple internal trainings. There is a focus on enabling everyone to use AI.
Great colleages and team spirit. Fostered by regular workshops, offsites or company events (the summer parties are legendary)
There is a clear drive to improve things and build long-term success. Many leaders are approachable and open to feedback. The culture rewards initiative: if you bring good ideas and execute well, you’ll be noticed.
I can only comment on the office in Munich and it has everything you need (great facilities, a lot of snacks and perks and solid technology)
Holidu has regular All-Hands to discuss priorities and show progress against targets. Yet, with teams across various locations, alignment sometimes takes time.
There are many women in head-of / country lead positions
The work is impactful and you can take ownership early. It’s a great environment to learn fast (especially if you like improving processes, building scalable solutions, work with customers)
flexible Arbeitszeiten, study days, junge, motivierte Teams
negative Entwicklungen werden oft nicht ernst genommen, was zu Konflikten, Unzufriedenheit oder Unsicherheiten fürhrt
mehr auf Mitarbeiterstimmen/Feedback hören und eingehen (dafür sind die internen Umfragen da)
es wird viel intern über Unzufriedenheit gesprochen.
man kann sich weiterentwickeln wenn man Projekte annimmt.
man kann gut Verdienen, aber sehr viel Druck und bei Krankheit/Urlaub nur geringes Fixgehalt in vielen Positionen. Ziele sind zu hoch angesetzt und werden nicht erreicht. Viel Ungleichheit zwischen Abteilungen z.B. Sales und Account-Managern
viel Versenden von Material zwischen Büros, teilweise fehlerhaft, was unnötigen Transport verursacht. Könnte besser kontrolliert werden
Kollegen sollten ehrlicher und direkt miteinander kommunizieren
es gab leider Fälle, in denen das Verhalten nicht respektvoll und nach den Richtlinien der Firma war.
nicht überall die selben Standards.
viele entscheidungen werden von heute auf morgen getroffen, ohne Mitarbeiter einzubinden, teilweise auch bei "emotionalen" Themen wie Gehalt/Bonus
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
Mit Schleimen kommt man hier leider sehr weit.
Unerfahrene Geschäftsführung, die wahllos Mitarbeiter mit Kindern rauschmeißen, um ihre Zahlen zu verschönern.
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.
Very good company and office structure. Excellent equipment and technical support.
I have the impression that the CEO really believes in the company and works to make it grow and reach its full potential. I find him to be a person who cares about Holidu.
Flexibility of work and workation are good advantages to improve work-life balance.
The summer party with all the company's employees flying in from all over Europe is a nice and motivating event.
Team events are also usually a great time to build team spirit (but as I said above, it's not guaranteed that you'll have them, and it may be that, indeed, with the budget to do four a year, your team lead will organize one or two).
This is only about the CHT department, not the whole company. That's the part that saddens me the most. I used to love working at Holidu.
The company has grown, and it's important to worry about costs (understandable). The problem was that the head of the department wasn't enough to meet this target, so they hired someone above him to do it. Then everything changed.
Quality is no longer the focus; staying within the company's budget is. The problem is that this is costing the company in other areas.
Colleagues have had to reduce their hours to cope with the stress (on medical advice), have started taking anxiolytics, and have clear signs of burnout and other issues in their mental health that were initiated or aggravated by the work. Colleagues have started skipping lunch to work more, logging on Sunday nights to see how their cases are doing. To solve this, they implemented a tracking system that timed everything you did in the software, which backfired because it only increased anxiety and stress.
It breaks my heart to have to write this because it was a job I was happy with and in which I would have liked to have built a career. Unfortunately, my colleagues who are still there continue to suffer the same kinds of pressures and suffer from so many changes focused on saving money. That's what this department has become: better numbers and less quality and humanity.
Please listen to your employees and not just to the leader who gives you information from their perspective.
CHT is not valued in the company as it should be. The service constantly drops in quality in search of performance (check with HO's). But don't just look at the numbers to justify it. Take the happiness check questionnaire more seriously. Maybe even make a second one for the departments with the lowest happiness scores.
If many employees start claiming the same thing, something deeper is wrong. HR has heard the same things in exit talks.
Look at employees' health. It's neither healthy nor normal to consider burnout and taking anxiolytics an acceptable side effect of the new management measures and policies.
The company was not like that before and could be great again.
It used to be 5 stars. I truly appreciated the working atmosphere. It was great; everyone was involved and united. For that, I will still give 2 starts.
Unfortunately, our department changed so much that the team is now disconnected, and stress levels are on the roof. Not necessarily amongst all colleagues, but more because we can't waste time to be able to achieve all the new targets, and trust is definitely shaken.
I can confidently say that employees are afraid to speak their minds. Many are already quietly looking for other jobs.
Unfortunately, I can't say much about the company in general because we don't know what it's like in other departments. This is probably because most of them work from home or don't go to the office on the same days.
Overall, I'd say the company is a good place to work. But I wouldn't recommend working in the CHT department.
The possibility of working from home is great, and working in other locations is also a huge advantage, especially in an international team. This allows you to work while traveling or visiting family.
I deducted one star because there started to be a delay in planning the high season, which made it difficult to plan big summer holidays in advance (which can raise costs). Some weekend planning was also done at the last minute (such as who would cover the markets for special events).
The department has recently offered new vacancies and the chance to move. However, there is first a test phase of a few months, and the salary compensation is not so great. Unfortunately, some of the successful colleagues also changed their behavior, as if they had become people's managers.
As the department is considerable in size, there is, of course, no opportunity for everyone (which would be difficult).
This can vary greatly depending on your position and the country in which you are located. I know that my colleagues in Spain always complain about the low salaries.
There are annual increases and salary reviews, but they are very small.
There's the argument that it's always the market average and that we're always on the same level as the competition. The thing is, Holidu's customer support service does a lot more than just answer phones and write emails, so it should be compensated more.
There used to be a department just for this, dealing with sustainability. However, it seems to have been reformulated, and I can't say exactly how it is now.
There are donation campaigns once or twice a year (I can't remember for sure now) where we can choose the institutions that will be granted financial support.
Again, it pains me to have to write this, but my first 2 years used to be 10/10. We were a united team that helped each other. There was respect between TL, no arrogance, and totally open communication. The day we went to the office in person was a day we looked forward to. Many of us even became personal friends. Team events were a cool, chill moment for us, and 1:1's were a time to talk, listen, and grow.
Unfortunately, the team started to become segregated, and not just because they built a huge team from our department in another country. Initially, this wasn't a problem at all. We would look forward to seeing them all in person at the summer party. But with so many changes, increased pressure, and stress, cooperation diminished.
It's sad to say, but things got strange, with rivalry between colleagues. Team spirit went from very present to non-existent. Colleagues started to write that we might be a "team" like that in quotation marks. There was no interest in interacting with each other anymore. We win as a team is, sadly, just a slogan.
In general, the company and our department have always been younger, with a start-up atmosphere (as indeed it was). I don't think this was intentional, but it is due to the company's history and environment.
Recently, older people were hired for the CS department. The intention was good, perhaps to bring more maturity to the team. I don't see any age restrictions as company policy.
However, the management of the department itself found it difficult to manage these new employees, as the pace of work and the pressure to perform increased greatly. This made it very difficult for them, and the company took the decision to "part ways."
In the beginning, I had amazing TLs who communicated very well and understood the particularities of their market focus. They brought solutions to improve performance and cared about the quality of the work. Back then, I would for sure give 5 starts.
TLs have been redistributed and overloaded, leaving no quality time for this working relationship, with many extra tasks too. 1:1s then started to be all about numbers, and anything we suggested was either not considered or ignored. Comparisons between colleagues from the TLs themselves became explicit, and a ranking system that greatly increased work stress.
Some have done unprofessional things (like telling an employee a list of names of colleagues who have complained about you), and I would say that they are not qualified for the role (even though I like them as a person).
There's nothing to complain about here. You'll get good, quality, new equipment. If you have any problems, you can ask for a new one. You can take screens home with you, and the technical and IT assistance is excellent and fast.
The main office is spacious and bright. Great structure.
General-wise, I guess the company communicates with employees well and lets you know the next steps.
Department-wise, there are weekly meetings and constant 1:1s with TL, which is great. However, they are not efficient anymore. It is all about numbers and how we were not doing it enough. Practical solutions are not set to help, they are just told to be followed; employees have to fit the new way of working regardless. We do not feel heard by the TLs, head, and director anymore (unless it is something technical to improve numbers).
When they decide it's time to "part ways" with an employee or to let someone go as a "mutual agreement," there is no transparency for the co-workers about the true reasons and parameters. They might claim it is for privacy reasons, but there is no need to lie or change the reasons. Immediate disconnection is set, not even allowing you to say goodbye to your co-workers (this happened more than once).
I can only say this about my department. Only men are in the top leadership positions (director, head of department, CEO). For team leaders and other technical positions, yes, we have a lot of women, but unfortunately, I can't tell you about salary equity.
The cases can be stressful, but they also present unique situations, allowing you to discover cool travel possibilities. Funny stories and humor between departments were present at various times in the early years.
Die wenigen Vorteile, die es bietet
Die Planung ist im Allgemeinen ziemlich schlecht; Um ein bekanntes Beispiel zu nennen: Das Unternehmen hat kürzlich wegen „Mangel an Geldern“ Massenentlassungen vorgenommen, weil es zu viele Mitarbeiter eingestellt hat, es aber trotzdem wieder tut. Sie haben nichts gelernt.
Mangelnder Respekt im Büro oder mangelndes Einfühlungsvermögen gegenüber Ausländern sind alltäglich. Es scheint, als hätte ich das Recht, Menschen verbal und finanziell zu beschimpfen, wenn ich ein Stück Papier besitze, aus dem hervorgeht, dass ich Bürger bin.
Anstatt für katastrophale und endlose KPIs zu arbeiten (die niemanden interessieren), sollten sie für konkrete, kurze und leicht umsetzbare Ziele arbeiten. Ziele, die sich an ihren Nutzern orientieren sollten und nicht an Unternehmensakquisitionen oder zufälligen Launen des Managements.
Die LinkedIn-Beiträge sind ein großer Mangel an Respekt für uns alle, die gefeuert wurden. Etwas Einfühlungsvermögen und eine Gewissenserforschung tun ihnen ganz gut.
Es ist eine Atmosphäre des ständigen Drucks und der passiven Aggressivität
Bei Veranstaltungen und im Alltag werden wir ständig daran erinnert, wie gut das Unternehmen ist und dass wir dankbar sein sollten, dass wir in unserer Position bleiben. Dies entspricht nicht der Realität.
Sie vereinbaren zu jeder Tageszeit willkürliche Treffen, ohne zu fragen und ohne Vorankündigung.
Ich wäre fast gezwungen gewesen, an meinem Geburtstag eine Geschäftsreise anzutreten, wenn an diesem Tag ein Vorgesetzter anwesend gewesen wäre.
In meinen letzten Tagen wurde bereits auf die Idee gedrängt, ohne Angabe von Gründen öfter ins Büro zu gehen.
Sie stellen ein Budget für Studien zur Verfügung, das jedoch recht niedrig ist
Das Gehalt ist für Ausländer niedrig und für Einheimische normal. Sie stellten mich für das im Visum geforderte Mindestgehalt ein. Sie versprachen mehrere Gehaltserhöhungen und nur wenige wurden erfüllt (sogar während der Entlassung).
Viele kleine Plastikbehälter und Getränkedosen in der gesamten Anlage
Die meisten von ihnen sind Unternehmensspione, daher kann man nicht frei sprechen
Es gibt ältere Arbeitnehmer, die aber die Tatsache, dass die meisten von ihnen Kinder haben, ausnutzen, um ihnen mit Entlassungen zu drohen.
Mein Vorgesetzter ist mit seiner Arbeit frustriert und lässt sie deshalb an seinen Untergebenen aus. Mein Vorgesetzter hat mehr als einmal zugegeben, dass er in diesem Bereich des Geldes wegen arbeitet, aber er hasst es.
Mein Chef zwang mich und meine Kollegen auch dazu, Aufgaben auszuführen, die nicht unseren Pflichten entsprachen.
In Spanien fehlt der Komfort deutscher Büros völlig, obwohl mehrfach eine Verbesserung gefordert wurde
Das Frontend wird nicht ernst genommen und tatsächlich sind die meisten „leitenden“ Entwickler Backend-Entwickler und im Gespräch mit anderen Entwicklern ist ihnen auch aufgefallen, dass die Seniorität einiger Kollegen nicht stimmt, und ich verstehe ehrlich gesagt nicht, warum sie Leute befördern
Das Verhältnis zu Kollegen ist im Allgemeinen, mit Ausnahme mancher Menschen, recht unangenehm.
Einwanderer werden unterschiedlich behandelt und ihre Visa ausgenutzt, indem man ihnen niedrige Löhne und Aufgaben anbietet, die niemand machen möchte (wenn sie die Erwartungen nicht erfüllen, werden sie entlassen und entsprechend abgeschoben).
Bei den meisten Aufgaben handelt es sich um die Wartung alter Systeme mit veralteten und nicht unterstützten Technologien
So verdient kununu Geld.