Rokt

3,0

14 janv. 2020

Recommande

Approbation du PDG

Perspective commerciale

Avantages

Some of the most intelligent, driven people I have had the privilege to work with and learn from. The annual company offsite is a great opportunity to get to know coworkers in other offices. General 'startup' perks: free lunches, stocked kitchen, weekly happy hours.

Inconvénients

It's disappointing to see a company I thought so highly of, was talked up so genuinely about prior to joining is all just smoke, mirrors and free food and alcohol. Like so many start up-type companies, they thinks it's acceptable to overwork their "Rokt'stars" and if all of your hard work doesn't yield the results they are looking for (and results you're not necessarily aware of because the communication is vague), it's a downhill spiral of frantically fixing the problem, being deemed incompetent (sometimes publicly via chat), to eventually not being a right fit for the company. Management. Like many companies, the individuals who become managers are often put in those position because they are the only ones who have stayed long enough. Not in every case but often they are inexperienced and receive little to no training on how to manage a team with different personalities and working styles. Every project is life or death - from product to customer success to finance - it's do or do - there are no other options. Unless you're Australian, that seems to help win more bonus points. General favoritism for people who are loud and suck up to management and the executive team who completely eat it up to feed their own egos (ironically one of the company values is smart with humility). If you want to run the company like Amazon or Tesla, be up front about it. Don't advertise a great work-life balance and general company perks when the benefits that truly matter (parental leave, career development, development and training allowance) are either sub-par or difficult to obtain due to intense working conditions. For all the supposed transparency on company growth, there is a massive amount of miscommunication or complete lack of communication from the top down. Being an agile company is one thing but when the CEO doesn't like something anymore or suddenly becomes obsessed with another thing - employees shouldn't have to constantly pivot at the whims of the CEO. Otherwise, what's the point of having an opinion, let alone a brain?

Réponse de Rokt

Thank you for your candid feedback. We are truly sorry you didn't have a great experience at Rokt. As we are growing super fast and working to achieve so many things for the business, our clients and our amazing team, we know we don't get everything right. Thank you for your honest feedback - we acknowledge that we will always be on a journey of constant improvement - and we always try to be clear about what Rokt is - as fit is important both ways. The worst thing for everyone is hiring someone that is not a good fit or has a different understanding of what Rokt is - so rest assured any miscommunication is not intentional. We agree that our Rokt’stars are highly intelligent, driven individuals and our number one priority is ensuring that every one of them feels supported and valued. We work hard to build and launch new initiatives based on the feedback we receive through internal surveys and check ins, and in fact a few of the concerns you raise (work/life balance and leadership training) have recently been addressed with the introduction of new programs including our Rokt’star Sabbatical and a wonderful global in-person Learning and Development program for 2020 called Rokt University. We are proud of the culture we have built and we understand it is best built in partnership with our team of Rokt’stars to ensure we are all always improving. One area that does not gel with your feedback is our commitment to transparency and communication. Our weekly updates from the CEO, ask the CEO channels, quarterly objectives, global training events and career ladders (where we publish every role, job requirements and salary) are just a few areas where we invest a lot of effort on communication and transparency. This is an area that is consistently rated very high by all our Rokt’stars in all our internal surveys. Like a lot of rapidly growing companies we promote quickly and sometimes this means we sometimes have new leaders in leadership positions. However we recognize this and invest a lot in training and development + we get regular feedback from the whole team via management effectiveness surveys. Progressing and staying in these leadership roles is based on performance (as rated by the team) not favoritism, ethnicity, gender or country or origin. We appreciate your feedback and wish the best of luck in your future endeavours.

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