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Jetzt Profil vervollständigenMitarbeiter nehmen bei diesem Arbeitgeber vor allem diese Faktoren wahr: Kundenorientiert handeln und Langfristigen Erfolg anstreben.
Die folgenden Benefits wurden am häufigsten in den Bewertungen von 17 Mitarbeitern bestätigt.
Homeoffice
Mitarbeiter-Events
Flexible Arbeitszeiten
Gute Verkehrsanbindung
Internetnutzung
Coaching
Mitarbeiter-Beteiligung
Rabatte
Gesundheits-Maßnahmen
Diensthandy
Essenszulage
ParkplatzOne of the standout features is the international aspect of our work. Despite being a small team, the startup has managed to create a truly global environment. It's a fantastic opportunity to collaborate with diverse talents, learn from each other, and contribute to projects that have a broad impact.
I also appreciate the emphasis on learning, and the small yet highly motivated team ensures a collaborative atmosphere.
There were a few colleagues who were genuinely nice and made the day slightly more bearable. Additionally, the hybrid work model and the international staff, combined with free coffee and snacks, provided some moments of respite.
A fast-paced company with short decision cycles, allowing to iterate faster and deliver more with small teams.
Transparent way of working. Fostering good communication and management open to feedback and suggestions.
I really like and benefit from the flexibility of my working hours. I manage them in accordance with my manager and always have the opportunity to take time for all priorities. The deadlines are set very well and no pressure. Also, I do like the variety of topics I am included and they way how everyone communicates with one another. It is very valuable for me that my work is rewarded and seen from others.
Where to begin? The list is extensive.
I consistently provide feedback internally through discussions with my manager, and team, and participation in company surveys.
Relatively high turnover, which can create an uncomfortable vibe. We saw many employees leave (often before the end of their six-month probationary period). Communication about these people’s departure was very intransparent, which was also worrying. The high turnover could potentially be avoided: a) they may want to provide more guidance during the onboarding process, unless you are really someone who can “hit the ground running” (bc managers are too busy and too stressed to follow new employees’ work closely); b) ...
I would like to recommend that the management critically assess their own qualifications and ability to lead teams. If they find themselves lacking in competence, it would be prudent for the company to seek more experienced leaders.
Individuals should talk more but this is very personal and not affected by the company rather than the people themselves.
Everything.
Der am besten bewertete Faktor von buynomics ist Kollegenzusammenhalt mit 3,9 Punkten (basierend auf 8 Bewertungen).
There is a very high team-feeling within departments as well as across departments. I have the feeling to be part of something bigger.
LOVE the team, the colleagues and the way we support each other.
Most co-workers are friendly
Die Kollegen sind alle sehr nett und hilfsbereit.
Der am schlechtesten bewertete Faktor von buynomics ist Umgang mit älteren Kollegen mit 3,0 Punkten (basierend auf 4 Bewertungen).
Age diversity is limited, as older employees tend to leave. Collaborative projects often suffer from frequent miscommunication and a tendency to shift blame.
My impression is that they follow a trend to hire young people. Some managers are also quite young and, in some cases, lack experience.
Collaborative projects with colleagues can sometimes become quite complex, marked by frequent instances of miscommunication and a tendency to attribute mistakes to one another, which seems to be a recurrent issue within the company.
The only "older" employee left. There's basically no diversity in this regard.
Karriere/Weiterbildung wird mit durchschnittlich 3,5 Punkten bewertet (basierend auf 7 Bewertungen).
There is a lack of proper onboarding, and the available development budget is insufficient for meaningful training. Leaders often lack the necessary skills to guide their teams, and career progression is more about pleasing superiors than actual merit. The company’s approach to employee termination is particularly concerning, with many being let go before the end of their probation period due to supposed underperformance, often stemming from inadequate onboarding.
You get all the necessary support to advance through the career ladder, including but not limited to setting personal development goals and achieving them, getting support from teammates and your manager, getting some budget for personal development, taking as much ownership as you are ready to take.
in progress
Career starts with an onboarding. There is none. There is a general/organisational onboarding but no professional by your team/leader.
They have a development budget but it's not enough for reasonable courses. None of their leaders has ever learned being a people lead. How are they supposed to develop their team members? You might end up having a leader who has no clue about your job, so you will probably not have a mentor.
Being a people pleaser helps a lot ...
In their admirable script for employee termination, they kindly inquire about your future career aspirations. Then, with a level of strategic brilliance that leaves one in awe, they employ these very goals as a catalyst for your departure. Their approach often involves the eloquent phrase, "Because we're unable to support your career goals, we cordially encourage you to explore opportunities elsewhere."
