Ihr Unternehmen?
kununu Prüfprozess
19 Mitarbeiter:innen haben diesen Arbeitgeber mit durchschnittlich 4,1 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.
Das Unternehmen ist Jung und hat auch ein gutes Image
Ein junges Unternehmen das in die richtige Richtung pushed!
Super! Perfekt ausgeglichen
Möglich, aber wird nicht aktiv promoted
Gutes Gehalt, je nachdem was man verhandelt. Keine Konzerngehälter natürlich
War immer gut!
Es gab eigentlich keine alten Kollegen, aber das hätte ebenfalls gut funktioniert
Auf Augenhöhe und immer klar!
Super Location in Hamburg und damals auch auch in Dortmund.
Viele All Hands, super Slack Kommunikation. Bei größeren changes könnte man mehr Kontext und Details geben.
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
Internationale Mitarbeiter
Betriebliche Altersvorsorge
+ Familiär und zeitgleich produktiv
+ Tolle Office-Kultur
+ Positiv
+ Starkes Image besonders im B2B Mobility Bereich
+ Gut!
+ Liegt in deiner eigenen Hand ;)
+ Normalfall 8h Tag
+ Starkes People Team, die sich um jeden einzelnen kümmern
+ 2x im Jahr Development Dialogs
+ Career Growth Planning mit dem Vorgesetzten
+ Externe Trainer
+ Faire Bezahlung
+ Ziel von Wunder ist es, die Mobilität langfristig nachhaltiger zu gestallten
+ Nachhaltige Büroräume
+ Junges Team
+ Gut!
+ Durchschnittsalter ist ende 20 / Anfang 30 aber jeder ist willkommen
+ Starkes Verhältnis
+ Kann Themen offen ansprechen
+ Sprache: Englisch
+ Offen & Transparent
+ Ein völlig internationales Team
+ Ja!
+ Aber auch hier: Du hast die Freiheit dein Job mitzugestallten und dies wird auch erwartet. Sprich du entscheidest selber was du draus machts.
It has the perfect environment to grow as a professional. You will develop yourself in many areas and gives you the opportunity to share your ideas which can influence the future of mobility. Super exciting environment, great team and greats perks!
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.
So verdient kununu Geld.