Mitarbeiter nehmen bei diesem Arbeitgeber vor allem diese Faktoren wahr: Sich kollegial verhalten 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 52 Mitarbeitern bestätigt.
Homeoffice
Flexible Arbeitszeiten
Mitarbeiter-Events
Gute Verkehrsanbindung
Internetnutzung
Betriebliche Altersvorsorge
Diensthandy
Coaching
Gesundheits-Maßnahmen
Rabatte
Mitarbeiter-Beteiligung
Betriebsarzt
Barrierefrei
Parkplatz
Kantine
Firmenwagen
Hund erlaubtWe 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.
Laura Weißmann - Talent Acquisition Manager
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?
Hier kann jede/r einzelne einen Unterschied machen!
Egal welches Level oder wie viel Berufserfahrung - wer Lust hat, sich einzubringen hat 1000 Möglichkeiten und bekommt einen großen Vertrauensvorschuss
The few ex-colleagues which made it fun to work that are still left. We head really great, smooth, fun teams until it got re-shuffled a couple of times to end up in the old setup without addressing the underlying issues. Making it easy for skilled people to say goodbye …
Certain atmosphere that makes the job more interesting, great company to learn a lot, supportive colleagues.
Nothing at all.
Er ist sehr transparent und informiert ausführlich über seine Entscheidungen und Ziele.
- The company does not invest in people or at least care about their contribution. Therefore, when many good people leave the company they don't have any action to keep the rest but hiring new employees for replacement. Seems like they believe that the new employees could be better. Therefore, they don't really worry about people leaving.
- HR department is not functioned or they just work for the managers and do exactly what the managers tell them. Basically, they ...
- 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 ...
- 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
- 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.
Die Erwartungshaltung an Maßnahmen wie der Launch neuer Produkte ist zu optimistisch.
Das Vorgesetztenverhalten finde ich alles in allem sehr gut. Hier und da könnte man abgesegnete Mitarbeiterwünsche schneller umsetzen.
You don't want to share any feedback for improving this company because you basically are not respected and your internal feedback is ignored most of the time when you work there.
Create clear growth solutions, salary increase on a yearly basis + performance based. Many workers do much more and are not appreciated for that.
Der am besten bewertete Faktor von reev ist Gleichberechtigung mit 4,3 Punkten (basierend auf 18 Bewertungen).
Women and men have the same opportunities, mothers can adapt their working hours flexibly due to their children
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.
As far as I can tell, men and women are given the same opportunities.
reev hat eine 50/50 Quote. Man wird gleich behandelt, egal ob jung, alt, Mann oder Frau.
Fairness and respect are part of our values.
Der am schlechtesten bewertete Faktor von reev ist Karriere/Weiterbildung mit 3,3 Punkten (basierend auf 19 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.
You just need to be part of the circus. Especially, having good relationship with the managers and everything will be good. Otherwise, find another job.
Your manager doesn't help you about career management and you always feel alone
