Mitarbeiter nehmen bei diesem Arbeitgeber vor allem diese Faktoren wahr: Andere Meinungen respektieren und Kollegen helfen.
We believe in the synergy of sustainable mobility and renewable energy supply. Our mission is to give everyone the opportunity to shape the future of electric mobility themselves and actively contribute to the mobility transition. To this end, we provide a transparent and fully automated charging solution for electric vehicles.
Our team believes in an open and heterogeneous culture. With us, you will find space to realise your own ideas and grow beyond yourself. Together we create new ways of working and celebrate our successes. The desire to make a difference drives us all. Become part of our team and advance our mission together with us.
Die folgenden Benefits wurden am häufigsten in den Bewertungen von 39 Mitarbeitern bestätigt.
Homeoffice
Flexible Arbeitszeiten
Mitarbeiter-Events
Gute Verkehrsanbindung
Internetnutzung
Betriebliche Altersvorsorge
Diensthandy
Coaching
Gesundheits-Maßnahmen
Rabatte
Betriebsarzt
Barrierefrei
Mitarbeiter-Beteiligung
Kantine
Firmenwagen
ParkplatzWe want to give everyone the opportunity to shape the future of electromobility themselves and actively contribute to the mobility transition. At the same time, we want to make reev a workplace where everyone feels comfortable, respected and valued. We offer space to take initiative and realise your own ideas, truly get involved and shape the company and product with us.
Hilfreiche Informationen zum Bewerbungsprozess bei reev.
Julia Schmidt - Talent Partner
Sibila Erdei - Talent Partner
Munich, Germany - A bright loft on two floors with various workstations, a large kitchen, table football, darts and reading material awaits you in a prime location. Fresh fruit and a wide variety of drinks are provided for your physical well-being.
Zagreb, Croatia -The brand new reev office is waiting for you in the heart of Zagreb. Here you can: Work in a cosy and modern atmosphere. You can switch off and relax in the chill-out area - perhaps with tea, coffee or one of the cool drinks from the office fridge?
The amazing team, our values and culture, the product itself, the growth opportunities and the openness and flexibility.
We used to have surveys which gave the chance to leave internal feedback at least. Not much of the feedback has been addressed in the past however.
Having recently joined the team, I share my early impressions as a new software engineer at this company.
From the beginning of the process, the recruitment team made my transition as smooth as possible. The interview was a perfect blend of technical and behavioral questions that made me feel both challenged and welcomed. It was a genuinely effective process, with clear communication about the company's expectations and a great demonstration of the values they uphold. The recruiter was always available ...
As a newly hired software engineer, I can confidently say that my experience so far has been positive. The interview process was enjoyable, providing prompt feedback and well-designed steps that allowed me to grasp the company's culture. The onboarding process, following my acceptance of the job offer, has been exceptionally smooth. The company has invested in creating a robust onboarding program that facilitates a seamless transition into my new role. From setting up my accounts and equipment to providing comprehensive ...
- Workload too high
- reluctant to hire new people or fill vacant positions (which adds to the already high workload)
- Chaotic project and product management
- Unrealistic expectations and goals
- Many good people are quitting, which is not addressed
To me, the company has lost its edge and its structural integrity. We are hustling and trying to somehow muddle through but we are a long way from being a stable, successful company. In my opinion, the events ...
Important topics are not tackled or ignored
- Excessive workload
- Unrealistic goals
- Lack of focus on employee well-being
- Poor communication
- Lack of cohesion among colleagues
- Favoritism in promotions
- Limited career advancement opportunities
- Non-negotiable salary with opaque criteria for raises
- Underutilized training options with little support
- High turnover rate of good employees
Don’t taking into account attitude for hiring. Relying on the same set of people for new hires and decisions.
Scaring away all people with skills, ambition and that don’t say “yes” to everything.
If “Leaders” blame (ex) employees that empowered the company to the state it’s now or saved whole business critical areas with their contributions.
Not focusing on delivering value & performance .
We don’t promote high performance, but accepting slacking off and low performance.
- Many good and long-term employees are leaving the company, which should be a clear signal.
- Gather more feedback and avoid ignoring it or only conducting it quarterly.
- Pay more attention to the selection of team leads, involving team input.
- Provide more career perspectives and opportunities for employees.
- Communicate more transparently with the entire company.
- Set goals that are realistic and achievable again.
Listen to the many Feedback channels. Collect peer review in
probation to avoid more people quitting because of the same people and issues.
Don’t find excuses for facts confirmed multiple times. Don’t listen to people with a lack of insights and/or interest.
You won’t be fired for having an opinion, it’s your job to challenge decisions in certain positions.
We don’t have time or resources to spend or loose on countless activities that don’t bring improvements or are only started but never finished.
Why is there a negative trend since hiring new people?
We had values that seem to got lost.
Put more focus on creating a good product instead of trying to maximize sales. Hire experienced leaders in the tech departments to establish an actual engineering culture. Don't treat your developers like pawns in a chess game.
Der am besten bewertete Faktor von reev ist Gleichberechtigung mit 4,5 Punkten (basierend auf 15 Bewertungen).
Fairness and respect are part of our values.
In terms of gender equality, the company treats men and women equally, ensuring fair treatment regardless of gender. However, those who have good relationships with management often receive preferential treatment. This can lead to seemingly random promotions and advantages that are not based on merit, which undermines the overall fairness in the workplace.
Everyone welcome
Full equality.
As far as I can tell, men and women are given the same opportunities.
Der am schlechtesten bewertete Faktor von reev ist Karriere/Weiterbildung mit 3,5 Punkten (basierend auf 16 Bewertungen).
Various training options are presented, but they are rarely utilized and seldom discussed after their initial introduction. Most knowledge must be self-taught, often relying on colleagues or internal articles. Career advancement is typically achievable only if one builds good relationships with management, rather than through formal training or merit-based promotions.
An attempt was made with the introduction of a growth planning tool. In reality, however, it is not really used and is not really helpful in advancing one's own career. Effectively, the unspoken rule is: get on well with management and they will advance your career.
Career plans without any base or hardly anyone who is able or willing to teach or lead by example.
Promotions are not based on contributions or impact. Accidental promotions are left alone and demoted afterwards.
There are more people stepping back from positions than promotions.
While it’s nice to support this, it’s a strong signal
recently a career progression framework has been introduced, it remains to be seen how effective it is
