Ihr Unternehmen?
kununu Prüfprozess
13 Mitarbeiter:innen haben diesen Arbeitgeber mit durchschnittlich 3,3 Punkten auf einer Skala von 1 bis 5 bewertet.
The international environment, the level of trust and autonomy given to employees, exposure to innovative mobility projects, and the opportunity to work with clients from different markets around the world.
As with many fast-growing technology companies, priorities can change quickly and processes sometimes need to catch up with growth.
Continue investing in employee development programs and maintain focus on scaling internal processes as the company grows.
Working at Wunder offers a dynamic and international environment where employees are trusted to take ownership of their responsibilities. The culture is fast-paced but supportive, with colleagues from diverse backgrounds .
Wunder has built a strong reputation within the mobility industry and works with a wide range of innovative operators around the world.
The workload can vary depending on projects and customer needs, but there is flexibility and trust in how employees manage their responsibilitiess
Employees gain exposure to international clients, complex operational challenges, and modern mobility technologies, providing valuable professional development.
Compensation is competitive and opportunities for growth depend on individual performance and business needs.
The company benefits from a strong team-oriented culture. Colleagues are willing to help each other, share knowledge, and work together to solve challenges.
Leadership provides a high level of autonomy and encourages employees to take initiative. Ideas and feedback are generally welcomed.
Communication is generally transparent and direct. Teams work closely across departments, and management remains approachable when support or alignment is needed.
The work is diverse and engaging, especially for people interested in mobility, technology, and international business. Employees often have opportunities to work with innovative clients and projects.
The positive part was many colleagues were friendly, capable, and supportive. There were genuinely good people across the company, and that made the day-to-day experience more bearable.
The leadership culture was a serious problem. Decision-making felt highly centralized, trust in the team felt limited, and open disagreement did not seem especially welcome. In my experience, it often felt like success depended less on doing strong work and more on staying aligned with the CEO’s personal view. That created a political and tense environment.
The layoffs also had a major impact on morale. After people were let go, the atmosphere became fearful. Many people I spoke with were worried they could be next, and that uncertainty made it hard to focus, perform, or feel secure. Instead of feeling like a company with a clear path forward, it often felt like people were just trying to survive the next round of decisions.
I would not recommend joining Wunder Mobility based on my experience. The company may present the opportunity as exciting, but the reality can feel very different once you are inside. Anyone considering a role there should ask very direct questions about the financial situation, recent layoffs, future headcount plans, leadership culture, and how decisions are actually made.
Build a culture based on trust, transparency, and real delegation. Communicate openly about the state of the business and future plans. Give experienced people room to lead, challenge ideas, and do their best work without feeling like they have to manage politics to survive.
Open and transparent communication in teams and also company-wide in monthly all hands meetings
Leaders ask for your opinions and ideas and use to help decision making
Openness from teammates to share ideas
Opportunities to develop skills
Nice office space in Hamburg
could be more team events also with employees that are not in Hamburg
For the size and industry its good
Out of office kind of things (like lunches) were very nice.
Product and management.
Invest in real product teams and TRUST them (read Inspired if you don't know where to start). Create a culture of customer-centricity and using data to make decisions.
Full of so called "seniors" that could not work with one another. Every day there was bickering for the smallest of things. Any change, even the smallest ones, was completely impossible to even test it out, even if it was a type 2 decision (easily reversible), such as adding a column in the kanban board just to test something. I experienced my fair share of meetings where no one was listening to one another, just talking over each other and getting nowhere.
One of the values from Wunder is "Trust", but this is purely aspirational. I have seen many examples of a lack of trust, such as one engineering lead called a meeting with a product development team to say that they (and only them) would start using Scrum. He didn't mention why, it was just how it was going to be. He completely undermined the team and the team lead without any explanation. The team kind of rolled with it, and the first sprint was a success. But by the end of the first sprint, 3 members of the exec team came to the team at lunchtime without warning and announced that the team was being merged to another and some people would go work in another product. So the original merged team would be back to... kanban :) again, no explanation was offered.
Literally every week at the all-hands meeting, the leadership would say "we are winning against the competitors and we won't raise money this year because we are full of cash". It was never clear in what dimension this "winning" was, but still... COVID19 crisis hit and just a week after closing the office they fired or put on furlough 30% of the company (around 50 people). The reason was that the mobility sector was super affected and they needed to save the cash. Fair point. But literally a week after that downsizing, Wunder announced they had bought another company (wait...wasn't money an issue?). I know for a fact that that acquisition was not supposed to happen before 6 months in the future. They prioritized buying the company (probably at a discounted price because of the crisis), than being fair to the people that had trusted them - people that had left good jobs and moved from all around the world a couple of months ago.
Hands down the worst product development process I ever witnessed. People designed (and argued about designs) without speaking to users/customers/prospects or using any data to prove or disprove a decision.
There was no semblance of solving the user problems, it was completely "feature factory" mode. Example: there was a particular feature that was super complex to build and by the research we made with sales and customers, it was not the most important feature. There were many more pressing things that would help to move the sales needle. Why did we keep investing in building that feature? Because "it was promised to an executive we would deliver that feature". Seriously, everyone knew it was not the right thing, but since the executive wanted the feature, that was what we were going to build.
The product work was so bad that it was easy to spot in the results: the "cash cow" product that sustained the company was acquired when they acquired another company. The other 8 products were all money losers.
Process Oriented and scope for growth within the teams
Nothing at this satge
No suggestions at this stage
Fast Paced
HR is really efficient in their communication and delivers things in a planned manner
There is a lot of freedom in the design of the work processes.
It is always possible to speak directly and without complications with superiors.
A kind of family feeling develops.
The working environment is inviting and very pleasant.
Communication between the sites (company-wide) would have to be improved.
Individuals are dissatisfied with their position, but do not proactively approach their superiors.
Even on vacation or on the weekend, you sometimes have the feeling that you are ready for work. This commitment is rarely honored.
The atmosphere in the company varies between the different locations. There should be no further attempt to introduce the same vlaues for all locations. This does not lead to the desired success of treating everyone equally.
Instead, the perspective of the individual locations should be included and more solution-oriented action taken.
What we are working on, is amazing. The team spirit is insane cool
Try to focus more on building products / portfolio
In my opinion, we would do the same revenue with half of the sales employees. Sales is *not* key.
Too many global team meetings & communication. I sometimes mute my inbox...
Seems like tryhard to be transparent. Sometimes silence is a better friend.
cool colleagues
best environment I worked in. Lot of peaks, freedom and office management that really takes care of people
could be better. no clear way how to improve your own skills
good be improved, but OK
higher than regional average. Of course, if you get head-hunted, you can always get more.
- international environment (lots of cultures, religions, personalities)
- if you take ownership you can grow and make a career
- fast decision making
- modern and impacting industry
- never boring
- good salary
- modern and agile work style
- great equipment and office
- good perks
- fast paced environment
- agile industry creates constant change
- on average a pretty young team
Transforming the way people get around cities, Entrepreneurial spirit, Flat hierarchy, Diverse international team, Never a dull moment, Strong financial backing
Work life balance can be a struggle, clearer communication of strategy to achieve mission needed.
The company is good at trying to improve morale and finding new ways of making revenue. I don't imagine the company will go under, but it will transform itself several more times.
The company will not acknowledge your value when salary reviews are happening, and will argue that 'this was expected of you initially'.
Upper management will create new expectations that were never communicated to you to inform you of your lack of development.
Spend more time planning and less time chasing immediate results. You highlight 'flexibility' as virtue of your management style, but it comes out as 'lack of direction'.
Give more recognition to other teams instead of just Sales. This doesn't mean 'kudos' at the end of a team meeting, but doing more meaningful change.
Don't send emails telling people it's their job to fill in a voluntary survey on company perception, or asking them personally while touring the office.
You will meet hardworking people doing projects with no direction and without resources.
Objectives will change multiple times over a short period of time.
Wunder has a very strong public image as an up-and-coming start-up.
The company gets plenty of mentions and even wins awards for their trajectory, but most of the effort is put into keeping up the external appearance. Internally, Wunder has lost a lot of self-image.
It will be up to you not to over-extend your work-hours.
Upper management is expected to be more involved than working from 9 to 6.
You will some times get requests at odd hours or last-minute.
You can educate yourself at Wunder, and it is expected of you as you do multiple jobs at once. Career progression seems tied not to merit, but to deficits (people leaving and the company needing a sudden replacement). Treat this job as a stepping stone, because you will not develop internally. The concept of "tours of duty" is strong in this company, and there is no illusion that employees will stay for long.
Salaries are sub-par at Wunder Mobility.
You should not expect a salary raise on your development dialogue unless you specifically ask for it and present hard evidence of the added worth of your work. Don't expect more than 4% increases even then.
Colleagues are mostly happy to be asked things and will be willing to share their knowledge, but this happens sporadically and is not fostered by the work culture.
Wunder is a young company, and older colleagues are mostly in upper management. They will be your superiors, but there doesn't seem to be a hard age discrimination.
Superiors don't come in all shapes and colors: They will be male, white and most likely German.
Non technical superiors have no understanding of the work required in software development, and will trivialize tasks by chasing the new KPI to meet & surpass.
The offices are in great condition and look very pleasant. The hardware provided is not last-generation but still good enough to do the job.
Communication happens entirely from top to bottom: You will know the opinion of leadership on many topics, but your opinion will be asked once or twice at most.
There is a strong effort being made in the direction of equal rights. The company is open about salary gaps, gender and age discrimination and seems to take steps to fix these issues.
There will never be a dull moment at Wunder. Tasks are interesting and having limited resources forces you to be creative.
So verdient kununu Geld.