117 Bewertungen von Mitarbeitern
Score-Details
117 Mitarbeiter haben diesen Arbeitgeber mit durchschnittlich 4,3 Punkten auf einer Skala von 1 bis 5 bewertet.
99 dieser Mitarbeiter haben den Arbeitgeber in ihrer Bewertung weiterempfohlen.
Holidu GmbH Bewertungen
Holidu
GmbH
Top
Company
2025
kununu Score: 4,3Weiterempfehlung: 85%
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Ein wahres Horrorunternehmen mit unerfahrenenen Kindern in der Geschäftsführung.
Ex-Angestellte/r oder Arbeiter/inHat bis 2022 im Bereich Marketing / Produktmanagement gearbeitet.
Gut am Arbeitgeber finde ich
Mit Schleimen kommt man hier leider sehr weit.
Schlecht am Arbeitgeber finde ich
Unerfahrene Geschäftsführung, die wahllos Mitarbeiter mit Kindern rauschmeißen, um ihre Zahlen zu verschönern.
Arbeitsatmosphäre
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Work-Life-Balance
Karriere/Weiterbildung
Gehalt/Sozialleistungen
Umwelt-/Sozialbewusstsein
Kollegenzusammenhalt
Umgang mit älteren Kollegen
Vorgesetztenverhalten
Arbeitsbedingungen
Kommunikation
Gleichberechtigung
Interessante Aufgaben
HilfreichHilfreich?3Zustimmenstimmen zuMeldenTeilen
Very nice place to work, good atmosphere
Angestellte/r oder Arbeiter/inHat zum Zeitpunkt der Bewertung im Bereich IT gearbeitet.
Gut am Arbeitgeber finde ich
Very nice people, interesting tasks, good options for personal development
Arbeitsatmosphäre
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Work-Life-Balance
Karriere/Weiterbildung
Gehalt/Sozialleistungen
Umwelt-/Sozialbewusstsein
Kollegenzusammenhalt
Umgang mit älteren Kollegen
Vorgesetztenverhalten
Arbeitsbedingungen
Kommunikation
Gleichberechtigung
Interessante Aufgaben
HilfreichHilfreich?ZustimmenZustimmen?MeldenTeilen
It gets worse everyday
Hat zum Zeitpunkt der Bewertung nicht mehr für dieses Unternehmen gearbeitet.
Verbesserungsvorschläge
Many closer examinations I expressed in the comment sections are related to the experience in the customer support team. However, I can firmly state that some features are permanent in many departments: many people are unhappy and agree that the targets are getting higher and unreachable. The company wants every day more but gives every day less.
Employees from two external companies were hired in order to save costs. The employees were supposed to handle simple requests coming in from the guests and hosts. Working from cheaper countries and with a no fixed salary (their salary is based on the number of tickets closed), this should have helped us. On the contrary, it created more and more problems.
Tickets were closed too fast, with high unsatisfaction of the guests and all related issues. People working under stress only to get their salary increased.
The company should listen more to the employees. If many people complain about the „new“ face of the company, there is a reason. Being unheard by your management doesn´t motivate to work, especially if many issues are raised after a new director coming who never actively worked in your department = has no idea of what we are really facing.
Arbeitsatmosphäre
Weekly 1:1 with your TL are thought to show what you achieved during the last week (targets = numbers) and what could be improved. Of course every week is different and not every week can be the best one. This constant need to justify oneself (what happened last week? Why did you achieve less/more?) creates stress in many people.
People are not numbers so they experience changes through the weeks also due to factors that they can´t influence directly (for example: long cases with difficult customers, long cases due to external bugs which need to be fixed and so on).
This pressure will be one of the permanent feature of insatisfaction among Holidu employees. If you feel every day under pressure, your work and daily life will be negatively influenced – with bad consequences. It is sad that every sign of mental issue caused by the stress was often not taken seriously by the company
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The company tries their best to show their best side on social media (huge summer parties, events, „best company of the year“ and so on).
It is interesting to see how a short postive review (with only few words comment) always comes after a negative and well structred review, which makes me think that the company always tries to balance any negative input with a positive and forced one, in order to keep high standards.
It was really sad that the main issue of the company was changing the logo and its colors for marketing purpouses while our department was literally struggling due to failed organisation – with no recognition.
Employess are not happy about the company but only few of them dare to speak up. Those who speak up are not taken into consideration anyway, despite of the open feedback culture spread by the company: again, words are not followed by facts.
Work-Life-Balance
Many people suffer stress due to the high pressure put in order to reach crazy targets.New joiners were put under strong pressure after only a couple of months – and finally fired.
I would like to point out that this sad work life balance raised in the last period. Compensation days (after working during weekd) were approved or rejected after +1 month. In other words, you need to always be available for the company but as soon as you ask for sth, the Director needs to check 1month long in order to approve a day off which you are entitled of.
The holiday organisation for the high season was also miserable. Some people requested holiday many months in advance. The request was posponed till middle of the year when any reservation would have been expensive and short term.
Having an international team implies also family reunion=organisation must be done in advance, if you really care about your team.
So needless to say that Director&C.O. could enjoy long time off during the peak season,while the employees were still waiting for a reply for their requests.
It was then funny to hear how these people wanted us to believe that there is no hierarchy at the company and we are all alike
Karriere/Weiterbildung
Part time is not really well seen which makes difficult to follow any career or study path along the work.
Only „yes“ people have the possibility to grow inside the department. It is sad to see how these people seem to forget where they started and show no empathy with other coworkes.
Gehalt/Sozialleistungen
Too many tasks and responsability = stress for a miserable salary, especially for an expensive city such as Munich.
High management explained that the company aligns the salary according to some general regional values, which were never shared with us. If we google the average salary for any role, at Holidu it was often lower.
No 13th salary, no vacation or Christmas surchage (really common in Germany). No increase after understaffed high season due to the bad internal organisation (this was even an admission by the managment!).
Ridiculous salary increase (around 2%) only based on your numbers. It doesn´t matter when you started, how much you struggled or any private issues you might have encountered during the last years. Only the numbers count: do not forget how often the targets were changed (see previous sections), which makes me wonder if any calculation and consequent salary increase was correct.
Umwelt-/Sozialbewusstsein
+600 people flying to Munich for a party is not eco friendly.
Home Office Policy can reduce the pollution emission. The company increased the office days = more pollution.
Kollegenzusammenhalt
One of Holidu´s value is "we win as a team". Sadly, it doesn´t often apply to the real condition. The high targets which were set generate more competition among the colleagues instead of cooperation.
During the meetings, the "best employees" of the month are celebrated. This can create a competition feeling or a sense of inferiority in some people, depending on the personality of each one. In any case, this doesn´t increase a team feeling. Other departments also show charts with the related results but this is related to a bonus which they get if they can achieve better results than the colleagues.
In the Customer Support Team you get no extra bonus for the months where your name was often on the podium.
You are better then other colleagues if you can close more tickets: how you handled the case or if you created unecessarily tickets just to reach the targets, this is not taken in consideration by the management. Another example to show how fairness is not valued anymore.
Unfortunately, many employees complain only privately and do not show their real thoughts during the 1:1s.
Umgang mit älteren Kollegen
Being a start up, many employees are younger. Recently the company started to hire older employees. People with years of experience might see things in a different way or suggest improvements or changes. A fair company should embrace any suggestion, especially if coming from people with years of experience.
On the contrary, any comment was brutally cut during open meetings. This company seems to prefer young and unexperienced people so that it might be easier to manipulate them with parties and nice team events. Older employees are quicker unhappy and even left after less than 1 month.
Vorgesetztenverhalten
Clearly disparity between „normal“ employees and management – despite of the „nice“ words coming from above.
As often mentioned, the targets were getting higher and higher while the number of properties = guests and cases to handle increased but the number of agents did not increase accordingly. People were even suddendly fired, which created even more stress and fear.
The calculation of targets was changed so often (4 times in less than a year). Really fascinating, especially when only numbers determine if you should get a(ridiculous)salary increase or not. The question was: which calculation for the targets was correct? Did management really considered all the changes and stress this caused in the employees? According to their words, yes. According to the facts, no. Many empty promises were done.
People got a promotion but no related salary increase due to missing budget. They should expect the increase on the following year, which did not happen.
So the behaviour of the management is getting worser and worser. Empty words without a real human meaning. Only numbers count. It doesn´t matter how the numbers are reached (quality or fairness are not values here).
Arbeitsbedingungen
The office in Munich is modern, bright and light. I found the office always very clean. Not far from Ubahn station and with bus connection.
Due to the home office policy, personal equipment was provided (laptop, monitor, keyboard). The equipment is new.
The work quality should still be improved, at least for the customer support team. Many companies do not let employees work on the phone and email at the same time, for example. This reduces stress and let employees focus more on their tasks. At Holidu we had to handle many different tasks at the same time, which leads to stress and more internal mistakes and all the other consequences which I already expressed.
Kommunikation
The company states to value clear and honest communication. This did not often happen in the last year.
Colleagues were suddendly fired after being working for years at the company but it was explained to the team that it was their decision to leave or it was a mutual agreement.
During the hiring process, possible new joiners thought that only 1office day was mandatory. When new joiners were hired, they discovered that the process of increasing the office days to 2 days proweek was already ongoing.
Exceptions to the new policy were taken in consideration only with people who live +150 km far away from the office.
The job description doesn´t match with the real tasks. The tasks listed in the job description are related to a lower support level. It happened that the reference letter mentioned only part of the real tasks.
Too many changes in the customer support team for working procedure (at least 1 change pro day!), which were communicated once they are done - and not before, asking for feedbacks. Management explained that any change should help the employees but I can assure that keeping count of all the changes in a stressful period such as summer .. this doesn´t help at all!
Gleichberechtigung
Women are welcomed but with salary gap.
Interessante Aufgaben
I used to like the job and the tasks itself. It was never boring. Every day we faced new cases, some of them even funny and to be shared with colleagues and family and friends. I think that the best part of customer support is being conscious of being able to help people who really need your backing. When I joined the company, this was the main goal.
When the company decided to reduce costs and hired the new director, things changed – to the worse. A quick and superficial support can´t be a good support. You can verify it by yourself checking reviews from customers. Please, bear in mind not to spend too much time on the reviews done „on invitation“: it was told us to invite people leaving a review only if we could really provide a real positive experience :) This doesn´t match with the idea of transparency which the company promotes. Another example of missing fairness and not willingness to face the real problem.
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Good employer but still room for improvement
Angestellte/r oder Arbeiter/inHat zum Zeitpunkt der Bewertung im Bereich Vertrieb / Verkauf gearbeitet.
Gut am Arbeitgeber finde ich
Good work-life balance, hybrid working is a big factor of this.
Schlecht am Arbeitgeber finde ich
For a 10-year-old company, it still behaves very much like a start-up. There is a lack of structure and a breath of fresh air.
Verbesserungsvorschläge
If salaries are only adjusted minimally, then compensation must be made in other ways in order to keep up with the competition. I don't find the existing benefits convincing.
Umwelt-/Sozialbewusstsein
There are initiatives regarding environmental awareness, but you don't notice or see much of them.
Umgang mit älteren Kollegen
There are none.
Vorgesetztenverhalten
Has improved a lot in the last year.
Arbeitsatmosphäre
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Work-Life-Balance
Karriere/Weiterbildung
Gehalt/Sozialleistungen
Kollegenzusammenhalt
Arbeitsbedingungen
Kommunikation
Gleichberechtigung
Interessante Aufgaben
HilfreichHilfreich?ZustimmenZustimmen?MeldenTeilen
A great start with an unfortunate ending
Ex-Angestellte/r oder Arbeiter/inHat zum Zeitpunkt der Bewertung nicht mehr für dieses Unternehmen gearbeitet.
Arbeitsatmosphäre
The work atmosphere started off well but declined rapidly after a year. The Munich-based team, except for some management members, grew very close and still enjoys working together. However, the team was significantly reduced after staff had to be hired in another cheaper country. The department head was more often that not absent, leaving only a few team members in the office, sometimes just two of us. As pressure and stress increased, the atmosphere became tense, with other departments eavesdropping on our conversations. Certain employees who were eavesdropping were known to be close to the leadership. Anonymous company-wide surveys were offered, but due to the team's small size, it was hard to be truly honest without being identifiable. If opinions were expressed anonymously or directly, we were told that our attitudes needed to change and nothing else.
These are just a few examples that would translate the bad working atmosphere.
Image
The company is focused on creating a perfect image through a cringy Instagram presence, flashy merchandise, and trendy designs. However, the reality is different. Many staff members don’t realize that office snacks and free coffee don’t actually equate to an ideal workplace.
Work-Life-Balance
Maintaining a good work-life balance was difficult when work consumed your thoughts due to demanding targets and passive-aggressive management. With inflation and low pay, it felt more like a struggle for work-survival balance.
Karriere/Weiterbildung
The best way to move up or be successful is to keep your opinions to yourself and make friends with important people. Hard work is not rewarded. We did get a t-shirt and the best performers got a mug after a painful high-season. That made everything better.
Gehalt/Sozialleistungen
In the customer service department, the salary does not reflect the work and hours put in. The company justified the pay by comparing it to basic CS roles, but at Holidu, the job involves much more—encompassing Sales, Account Management, Accounting, Tech, and Product.
Targets were set so high that many team members stayed late daily out of fear of not meeting them. Despite the significant effort from each team member, there were no bonuses, no overtime, no 13th-month pay, and only a 2% raise for "Exceeded Expectations" during the annual review.
Umwelt-/Sozialbewusstsein
It’s still difficult to reconcile the idea of a travel-focused company claiming to have a positive impact on the environment while flying 500 employees to the main office for a company party. That hardly aligns with the environmental values the company so strongly promotes. Within the office, there's nothing groundbreaking—just the standard recycling bins.
Over the past few years, the concept of social awareness has shifted from hiring based on qualifications and potential to forming a DEI team, reflecting the trend of focusing on everything but a candidate's actual abilities. The company claims to promote diversity, but only if it aligns with a single mindset, forgetting the true meaning of diversity.
Kollegenzusammenhalt
The Munich team in the CS department trained the staff hired at the new office. Quickly, the attention shifted entirely to the new team, emphasizing quantity over quality. While many individual members were still respected and appreciated, the focus on rapidly hiring a cheaper workforce created a divide between the two offices. The Munich team was left with Team Leads who weren’t even in the same country. Seniority lost its value, and team members began reporting on each other.
The other team rarely voiced their opinions openly, yet the Munich team was perceived as the one always expressing discontent. This led to a situation where we had to start asking questions on Slido with our names attached, to prove that the "harsh and aggressive" questions weren’t coming from us.
Umgang mit älteren Kollegen
I wish there were more experienced colleagues. The company often feels like a glorified kindergarten, with many young employees spending their days chatting about cats, weight loss, or playing kicker a bit too often.
In contrast, time spent with older staff was far more valuable, both mentally and professionally.
Vorgesetztenverhalten
My first supervisor was excellent; she genuinely motivated me and encouraged me to improve. Her personal touch created a strong bond and trust between us. My second supervisor, however, frequently rescheduled our 1:1s and advised me to stop venting, saying it would make my life easier.
The third supervisor noticed my struggles but offered no clear solutions, instead suggesting I watch someone I had trained do the work I had taught her. I eventually found my own way to meet targets, but when she let me go, she didn’t say a word during the meeting.
Arbeitsbedingungen
Physically, the working conditions are good.
It was great to be able to work from home and other countries.
Kommunikation
When I was hired, I expected to work for Holidu, but it turned out I was actually hired for Bookiply, a different part of the company. While leadership made efforts to be transparent and honest, the real issues lay within the CS department.
For example, employees who didn’t have weekend work in their contracts were still expected to work weekends when the other team traveled to Munich for an office party. No one informed these employees in advance; it only became official after they raised the issue.
After the Director was hired, weekly meetings became filled with vague responses and corporate jargon, with a clear patronizing tone toward staff questions. White lies were common, with employees being made to appear "off sick" for days following their dismissal, which was framed as a mutual agreement. Meanwhile, those dismissed for misconduct received a company-wide farewell, whereas employees let go for expressing their opinions were immediately isolated and told to stop working on the same day.
Gleichberechtigung
No company truly practices "equality," as there will always be a hierarchy—there wouldn’t be CEOs, cleaners, or highly paid underperforming employees otherwise. This is true at Holidu as well. Absolute equality isn’t achievable because everyone has different strengths and weaknesses, though that doesn't mean they aren't valuable. True equality is unrealistic, but fair treatment is essential.
At Holidu, I believe the issue isn’t about gender equality but rather about how employees are treated based on qualifications. The head of the CS department remains in place, while many loyal and capable staff members have been let go. A Director was hired to oversee the department, supposedly to reduce costs and address issues, yet the head of the department, who has been central to many of these issues, has not been removed.
The real inequality at Holidu lies in how team members are treated for expressing their opinions. Those who voiced concerns were dismissed, which highlights the company’s lack of true fairness.
Interessante Aufgaben
It was fascinating to do work for other departments for free—I really got to relive my student days, learning so much without any compensation. Meanwhile, any extra tasks that might actually benefit the department itself? Those were promptly shut down.
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I loved it at first but left with a different view. Change is important, but the direction of it is even more.
Hat bis 2024 für dieses Unternehmen gearbeitet.
Gut am Arbeitgeber finde ich
Very good company and office structure. Excellent equipment and technical support.
I have the impression that the CEO really believes in the company and works to make it grow and reach its full potential. I find him to be a person who cares about Holidu.
Flexibility of work and workation are good advantages to improve work-life balance.
The summer party with all the company's employees flying in from all over Europe is a nice and motivating event.
Team events are also usually a great time to build team spirit (but as I said above, it's not guaranteed that you'll have them, and it may be that, indeed, with the budget to do four a year, your team lead will organize one or two).
Schlecht am Arbeitgeber finde ich
This is only about the CHT department, not the whole company. That's the part that saddens me the most. I used to love working at Holidu.
The company has grown, and it's important to worry about costs (understandable). The problem was that the head of the department wasn't enough to meet this target, so they hired someone above him to do it. Then everything changed.
Quality is no longer the focus; staying within the company's budget is. The problem is that this is costing the company in other areas.
Colleagues have had to reduce their hours to cope with the stress (on medical advice), have started taking anxiolytics, and have clear signs of burnout and other issues in their mental health that were initiated or aggravated by the work. Colleagues have started skipping lunch to work more, logging on Sunday nights to see how their cases are doing. To solve this, they implemented a tracking system that timed everything you did in the software, which backfired because it only increased anxiety and stress.
It breaks my heart to have to write this because it was a job I was happy with and in which I would have liked to have built a career. Unfortunately, my colleagues who are still there continue to suffer the same kinds of pressures and suffer from so many changes focused on saving money. That's what this department has become: better numbers and less quality and humanity.
Verbesserungsvorschläge
Please listen to your employees and not just to the leader who gives you information from their perspective.
CHT is not valued in the company as it should be. The service constantly drops in quality in search of performance (check with HO's). But don't just look at the numbers to justify it. Take the happiness check questionnaire more seriously. Maybe even make a second one for the departments with the lowest happiness scores.
If many employees start claiming the same thing, something deeper is wrong. HR has heard the same things in exit talks.
Look at employees' health. It's neither healthy nor normal to consider burnout and taking anxiolytics an acceptable side effect of the new management measures and policies.
The company was not like that before and could be great again.
Arbeitsatmosphäre
It used to be 5 stars. I truly appreciated the working atmosphere. It was great; everyone was involved and united. For that, I will still give 2 starts.
Unfortunately, our department changed so much that the team is now disconnected, and stress levels are on the roof. Not necessarily amongst all colleagues, but more because we can't waste time to be able to achieve all the new targets, and trust is definitely shaken.
I can confidently say that employees are afraid to speak their minds. Many are already quietly looking for other jobs.
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Unfortunately, I can't say much about the company in general because we don't know what it's like in other departments. This is probably because most of them work from home or don't go to the office on the same days.
Overall, I'd say the company is a good place to work. But I wouldn't recommend working in the CHT department.
Work-Life-Balance
The possibility of working from home is great, and working in other locations is also a huge advantage, especially in an international team. This allows you to work while traveling or visiting family.
I deducted one star because there started to be a delay in planning the high season, which made it difficult to plan big summer holidays in advance (which can raise costs). Some weekend planning was also done at the last minute (such as who would cover the markets for special events).
Karriere/Weiterbildung
The department has recently offered new vacancies and the chance to move. However, there is first a test phase of a few months, and the salary compensation is not so great. Unfortunately, some of the successful colleagues also changed their behavior, as if they had become people's managers.
As the department is considerable in size, there is, of course, no opportunity for everyone (which would be difficult).
Gehalt/Sozialleistungen
This can vary greatly depending on your position and the country in which you are located. I know that my colleagues in Spain always complain about the low salaries.
There are annual increases and salary reviews, but they are very small.
There's the argument that it's always the market average and that we're always on the same level as the competition. The thing is, Holidu's customer support service does a lot more than just answer phones and write emails, so it should be compensated more.
Umwelt-/Sozialbewusstsein
There used to be a department just for this, dealing with sustainability. However, it seems to have been reformulated, and I can't say exactly how it is now.
There are donation campaigns once or twice a year (I can't remember for sure now) where we can choose the institutions that will be granted financial support.
Kollegenzusammenhalt
Again, it pains me to have to write this, but my first 2 years used to be 10/10. We were a united team that helped each other. There was respect between TL, no arrogance, and totally open communication. The day we went to the office in person was a day we looked forward to. Many of us even became personal friends. Team events were a cool, chill moment for us, and 1:1's were a time to talk, listen, and grow.
Unfortunately, the team started to become segregated, and not just because they built a huge team from our department in another country. Initially, this wasn't a problem at all. We would look forward to seeing them all in person at the summer party. But with so many changes, increased pressure, and stress, cooperation diminished.
It's sad to say, but things got strange, with rivalry between colleagues. Team spirit went from very present to non-existent. Colleagues started to write that we might be a "team" like that in quotation marks. There was no interest in interacting with each other anymore. We win as a team is, sadly, just a slogan.
Umgang mit älteren Kollegen
In general, the company and our department have always been younger, with a start-up atmosphere (as indeed it was). I don't think this was intentional, but it is due to the company's history and environment.
Recently, older people were hired for the CS department. The intention was good, perhaps to bring more maturity to the team. I don't see any age restrictions as company policy.
However, the management of the department itself found it difficult to manage these new employees, as the pace of work and the pressure to perform increased greatly. This made it very difficult for them, and the company took the decision to "part ways."
Vorgesetztenverhalten
In the beginning, I had amazing TLs who communicated very well and understood the particularities of their market focus. They brought solutions to improve performance and cared about the quality of the work. Back then, I would for sure give 5 starts.
TLs have been redistributed and overloaded, leaving no quality time for this working relationship, with many extra tasks too. 1:1s then started to be all about numbers, and anything we suggested was either not considered or ignored. Comparisons between colleagues from the TLs themselves became explicit, and a ranking system that greatly increased work stress.
Some have done unprofessional things (like telling an employee a list of names of colleagues who have complained about you), and I would say that they are not qualified for the role (even though I like them as a person).
Arbeitsbedingungen
There's nothing to complain about here. You'll get good, quality, new equipment. If you have any problems, you can ask for a new one. You can take screens home with you, and the technical and IT assistance is excellent and fast.
The main office is spacious and bright. Great structure.
Kommunikation
General-wise, I guess the company communicates with employees well and lets you know the next steps.
Department-wise, there are weekly meetings and constant 1:1s with TL, which is great. However, they are not efficient anymore. It is all about numbers and how we were not doing it enough. Practical solutions are not set to help, they are just told to be followed; employees have to fit the new way of working regardless. We do not feel heard by the TLs, head, and director anymore (unless it is something technical to improve numbers).
When they decide it's time to "part ways" with an employee or to let someone go as a "mutual agreement," there is no transparency for the co-workers about the true reasons and parameters. They might claim it is for privacy reasons, but there is no need to lie or change the reasons. Immediate disconnection is set, not even allowing you to say goodbye to your co-workers (this happened more than once).
Gleichberechtigung
I can only say this about my department. Only men are in the top leadership positions (director, head of department, CEO). For team leaders and other technical positions, yes, we have a lot of women, but unfortunately, I can't tell you about salary equity.
Interessante Aufgaben
The cases can be stressful, but they also present unique situations, allowing you to discover cool travel possibilities. Funny stories and humor between departments were present at various times in the early years.
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Innovatives Unternehmen mit starken Wachstumschancen
FührungskraftHat zum Zeitpunkt der Bewertung im Bereich Vertrieb / Verkauf gearbeitet.
Gut am Arbeitgeber finde ich
Ich arbeite seit wenigen Wochen bei Holidu und kann ehrlich sagen, dass es ein großartiger Ort zum Arbeiten ist. Die Unternehmenskultur ist sehr unterstützend und kollegial, und es gibt immer spannende Projekte, an denen man arbeiten kann. Das Management ist zugänglich und fördert die berufliche Weiterentwicklung. Die Work-Life-Balance ist hervorragend, und es gibt viele Möglichkeiten zur Weiterbildung. Insgesamt ein fantastischer Arbeitgeber, der seine Mitarbeiter schätzt und fördert.
Verbesserungsvorschläge
Vor dem ersten Arbeitstag überprüfen, welche Systeme bereits bekannt sind beim Mitarbeiter. Sollte ein System nicht bekannt sein, gleich zu Anfang eine Schulung anbieten. Das erleichtert das Onboarding.
Arbeitsatmosphäre
Image
Work-Life-Balance
Karriere/Weiterbildung
Gehalt/Sozialleistungen
Umwelt-/Sozialbewusstsein
Kollegenzusammenhalt
Umgang mit älteren Kollegen
Vorgesetztenverhalten
Arbeitsbedingungen
Kommunikation
Gleichberechtigung
Interessante Aufgaben
HilfreichHilfreich?ZustimmenZustimmen?MeldenTeilen
A great place to work!
Angestellte/r oder Arbeiter/inHat zum Zeitpunkt der Bewertung für dieses Unternehmen gearbeitet.
Gut am Arbeitgeber finde ich
The quarterly team events and the yearly summer party!
Verbesserungsvorschläge
I believe same amount of paid vacation days should be granted throughout all local offices
Arbeitsatmosphäre
I can speak for Munich and Malaga offices where the atmosphere is really nice
Work-Life-Balance
There is a lot of flexibility at Holidu. 10 days of unpaid vacations can be taken on top of the 23 paid vacation days and 2 study days, there is also the possibility to work 90% having 2 Fridays per month of.
Karriere/Weiterbildung
Each employee gets quarterly feedbacks and a yearly development talk + a fair annnual review process, so yes, there is growing potential.
Gehalt/Sozialleistungen
Many benefits for employees!
Salaries could be slightly higher
Kollegenzusammenhalt
the best part of Holidu is definitely the people. It all starts with HR finding the best candidates living up by the company's values.
Vorgesetztenverhalten
Of course, there is pressure and we need to deliver results and work on projects, but you are not treated like a number. At Holidu you are treated as a person!
Image
Umwelt-/Sozialbewusstsein
Umgang mit älteren Kollegen
Arbeitsbedingungen
Kommunikation
Gleichberechtigung
Interessante Aufgaben
HilfreichHilfreich?ZustimmenZustimmen?MeldenTeilen
Horrorunternehmen
Ex-Angestellte/r oder Arbeiter/inHat bis 2022 für dieses Unternehmen gearbeitet.
Gut am Arbeitgeber finde ich
Die wenigen Vorteile, die es bietet
Schlecht am Arbeitgeber finde ich
Die Planung ist im Allgemeinen ziemlich schlecht; Um ein bekanntes Beispiel zu nennen: Das Unternehmen hat kürzlich wegen „Mangel an Geldern“ Massenentlassungen vorgenommen, weil es zu viele Mitarbeiter eingestellt hat, es aber trotzdem wieder tut. Sie haben nichts gelernt.
Mangelnder Respekt im Büro oder mangelndes Einfühlungsvermögen gegenüber Ausländern sind alltäglich. Es scheint, als hätte ich das Recht, Menschen verbal und finanziell zu beschimpfen, wenn ich ein Stück Papier besitze, aus dem hervorgeht, dass ich Bürger bin.
Verbesserungsvorschläge
Anstatt für katastrophale und endlose KPIs zu arbeiten (die niemanden interessieren), sollten sie für konkrete, kurze und leicht umsetzbare Ziele arbeiten. Ziele, die sich an ihren Nutzern orientieren sollten und nicht an Unternehmensakquisitionen oder zufälligen Launen des Managements.
Die LinkedIn-Beiträge sind ein großer Mangel an Respekt für uns alle, die gefeuert wurden. Etwas Einfühlungsvermögen und eine Gewissenserforschung tun ihnen ganz gut.
Arbeitsatmosphäre
Es ist eine Atmosphäre des ständigen Drucks und der passiven Aggressivität
Image
Bei Veranstaltungen und im Alltag werden wir ständig daran erinnert, wie gut das Unternehmen ist und dass wir dankbar sein sollten, dass wir in unserer Position bleiben. Dies entspricht nicht der Realität.
Work-Life-Balance
Sie vereinbaren zu jeder Tageszeit willkürliche Treffen, ohne zu fragen und ohne Vorankündigung.
Ich wäre fast gezwungen gewesen, an meinem Geburtstag eine Geschäftsreise anzutreten, wenn an diesem Tag ein Vorgesetzter anwesend gewesen wäre.
In meinen letzten Tagen wurde bereits auf die Idee gedrängt, ohne Angabe von Gründen öfter ins Büro zu gehen.
Karriere/Weiterbildung
Sie stellen ein Budget für Studien zur Verfügung, das jedoch recht niedrig ist
Gehalt/Sozialleistungen
Das Gehalt ist für Ausländer niedrig und für Einheimische normal. Sie stellten mich für das im Visum geforderte Mindestgehalt ein. Sie versprachen mehrere Gehaltserhöhungen und nur wenige wurden erfüllt (sogar während der Entlassung).
Umwelt-/Sozialbewusstsein
Viele kleine Plastikbehälter und Getränkedosen in der gesamten Anlage
Kollegenzusammenhalt
Die meisten von ihnen sind Unternehmensspione, daher kann man nicht frei sprechen
Umgang mit älteren Kollegen
Es gibt ältere Arbeitnehmer, die aber die Tatsache, dass die meisten von ihnen Kinder haben, ausnutzen, um ihnen mit Entlassungen zu drohen.
Vorgesetztenverhalten
Mein Vorgesetzter ist mit seiner Arbeit frustriert und lässt sie deshalb an seinen Untergebenen aus. Mein Vorgesetzter hat mehr als einmal zugegeben, dass er in diesem Bereich des Geldes wegen arbeitet, aber er hasst es.
Arbeitsbedingungen
Mein Chef zwang mich und meine Kollegen auch dazu, Aufgaben auszuführen, die nicht unseren Pflichten entsprachen.
In Spanien fehlt der Komfort deutscher Büros völlig, obwohl mehrfach eine Verbesserung gefordert wurde
Das Frontend wird nicht ernst genommen und tatsächlich sind die meisten „leitenden“ Entwickler Backend-Entwickler und im Gespräch mit anderen Entwicklern ist ihnen auch aufgefallen, dass die Seniorität einiger Kollegen nicht stimmt, und ich verstehe ehrlich gesagt nicht, warum sie Leute befördern
Kommunikation
Das Verhältnis zu Kollegen ist im Allgemeinen, mit Ausnahme mancher Menschen, recht unangenehm.
Gleichberechtigung
Einwanderer werden unterschiedlich behandelt und ihre Visa ausgenutzt, indem man ihnen niedrige Löhne und Aufgaben anbietet, die niemand machen möchte (wenn sie die Erwartungen nicht erfüllen, werden sie entlassen und entsprechend abgeschoben).
Interessante Aufgaben
Bei den meisten Aufgaben handelt es sich um die Wartung alter Systeme mit veralteten und nicht unterstützten Technologien
1Hilfreichfindet das hilfreich2Zustimmenstimmen zuMeldenTeilen
Tolle Kollegen, vielseitige Aufgaben
Angestellte/r oder Arbeiter/inHat zum Zeitpunkt der Bewertung im Bereich Vertrieb / Verkauf gearbeitet.
Gut am Arbeitgeber finde ich
Große Feedbackkultur im allgemeinen. Starker Teamzusammenhalt und tolle Kollegen.
Verbesserungsvorschläge
Halbjährliche Feedbackgespräche bezogen auf Weiterentwicklungsmöglichkeiten und Beförderung, anstatt nur jährlich.
Arbeitsatmosphäre
Image
Work-Life-Balance
Karriere/Weiterbildung
Gehalt/Sozialleistungen
Umwelt-/Sozialbewusstsein
Kollegenzusammenhalt
Umgang mit älteren Kollegen
Vorgesetztenverhalten
Arbeitsbedingungen
Kommunikation
Gleichberechtigung
Interessante Aufgaben
HilfreichHilfreich?ZustimmenZustimmen?MeldenTeilen
Wir setzen auf Transparenz
So verdient kununu Geld.
Fragen zu Bewertungen und Gehältern
- Basierend auf 201 Erfahrungen von aktuellen und ehemaligen Mitarbeitenden wird Holidu durchschnittlich mit 4,3 von 5 Punkten bewertet. Dieser Wert liegt über dem Durchschnitt der Branche Internet (4,1 Punkte). 61% der Bewertenden würden Holidu als Arbeitgeber weiterempfehlen.
- Ausgehend von 201 Bewertungen gefallen die Faktoren Kollegenzusammenhalt, Arbeitsatmosphäre und Gleichberechtigung den Mitarbeitenden am besten an dem Unternehmen.
- Neben positivem Feedback haben Mitarbeitende auch Verbesserungsvorschläge für den Arbeitgeber. Ausgehend von 201 Bewertungen sind Mitarbeitende der Meinung, dass sich Holidu als Arbeitgeber vor allem im Bereich Gehalt/Sozialleistungen noch verbessern kann.