GoDaddy Jobs

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30+ days ago

Staff Accountant

GoDaddy Scottsdale, AZ

• Preparation of supporting schedules and journal entries • Preparation of general ledger reconciliations and other monthly financial reports and… GoDaddy

30+ days ago

Senior Program Manager - Network and Telecommunications

GoDaddy Kirkland, WA

GoDaddy is seeking a Global Network Engineering Program Manager for the CIO, who can engage strategically and tactically to drive meaningful… GoDaddy

30+ days ago

Senior Software Development Engineer Hadoop

GoDaddy Sunnyvale, CA

• Help GoDaddy build the next generation Big Data Platform to serve small businesses • Understand all components of the stack in detail, e.g… GoDaddy

30+ days ago

Senior Software Development Engineer - Cassandra

GoDaddy Sunnyvale, CA +2 locations

include deep-dive Cassandra troubleshooting, capacity planning, performance tuning, and automation/tool development. GoDaddy operates at a scale most… GoDaddy

30+ days ago

Software Developer, Network Engineering

GoDaddy Tempe, AZ

GoDaddy's network reaches 3 continents and services customers from around the globe! We are building a Software Development team dedicated to network… GoDaddy

30+ days ago

Senior Product Manager

GoDaddy Kirkland, WA

In this role you'll be joining the MyGoDaddy team, a team comprised of product, marketing and engineering leaders who share a passion for driving… GoDaddy

30+ days ago

Accounting Manager

GoDaddy Shanghai

Accounting & Financial Reporting • Responsible for all aspects of accounting for WFOE and PRC entity in China, including general accounting… GoDaddy

30+ days ago

Senior Site Reliability Engineer

GoDaddy Gilbert, AZ

• Conduct performance analysis and monitoring of multiple hosting products/platforms • Identify, plan and implement solutions that continually… GoDaddy

30+ days ago

Senior Database Administrator - MySQL

GoDaddy Tempe, AZ

• Support existing MySQL systems in one of the worlds largest MySQL… GoDaddy

30+ days ago

Product Manager, Domains

GoDaddy Kirkland, WA

GoDaddys(NYSE: GDDY) mission is to radically shift the global economy toward small businesses by empowering people to easily start, confidently grow… GoDaddy

GoDaddy Reviews

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GoDaddy CEO Blake Irving
Blake Irving
179 Ratings
  • Helpful (5)

    Hosting Support

    • Work/Life Balance
    • Culture & Values
    • Career Opportunities
    • Comp & Benefits
    • Senior Management
    Former Employee - Anonymous Employee
    Former Employee - Anonymous Employee

    I worked at GoDaddy full-time

    Doesn't Recommend
    Negative Outlook
    No opinion of CEO
    Doesn't Recommend
    Negative Outlook
    No opinion of CEO


    You get to work with some great people. People who independently train, educate themselves, and occasionally get a chance to make a difference to a customer. Allows you to get into a specialized field without the requirement of anything more and a GED/High School Diploma. Was a good place to get started for the field. Great benefits. Double-time and a half when you work holidays. Great employee pricing on majority of products. A-lister's performing at the holiday party.


    Favoritism. If you want a promotion, you need to befriend you management or be exceptional in sales. This still holds true if you're looking to move to a strictly technical role. Despite they tried to make specialty departments like Hosting feel like where 'technical experts', they just wanted you to know enough so you could sell the product. Newly added technical assessments are given to those who are wanting to advance in the department. These assessments include things Godaddy simply doesn't do, support or train you on. That's without mentioning that the 'right answers' aren't even accurate or purely subjective. Leadership doesn't support your growth and only allots you time to complete the required assessments because they can't sacrifice the potential sales you could be making in turn for you trying to advance. Before going public, changes to the daily metrics only tightened more. Being required to be on the phones 96% of your shift (not including lunch or breaks) is simply unrealistic after being previously set to 82%. You carefully taking notes after you call to better the customer and the future employees next time they call in, only hurts you unless you can do it under 30 seconds. Nearly had my employment up for review once they had made that change after never having any trouble prior to. Where great customer service use to be something awarded with in bonuses, now is a requirement to keep your job. If you get a couple customers that submit zeros because they simply don't like the company or because you were doing your and following policy, could result in your employment being up for review. Management isn't willing to go through the effort in order to see if the score is actually based on your performance or if the person just intentionally put all zeros. They feel the law of averages should work it out. Yes, there is the holiday party, but their giveaways and incentives to work holidays and overtime are now null. Aside from the Costco Contest (which is a sales based contest), only rumors of prize giveaways linger around. No more Wii's, Xbox's, Playstation's, big screen TV's or cash prizes being awarded to those volunteering for holidays. Only items like Godaddy snuggies are given to those who work on Christmas Day these days. Company gives you personal days to use at your leisure. Then tells you that you're not allowed to use them the whole first quarter.

    Advice to Management

    Live by the values in which your suppose to teach. And I don't "do what is right for the customer, so make sure you offer them every product they don't already have". Learn what you're employees know and more. It's insulting when a tech knows more than their leadership yet has more restrictions on what they can do to support their customers. Be more understanding. When a representative is being yelled at and called obscene things over the phone because they are simply doing what you tell them to, it is simply not expectable to let them sit there and watch as they struggle and/or cry. I have seen people fired or have their employment up for review for rightfully hanging up on a truly awful customer. Actually care where your employees want to go. Find something that best suites them. Make them actually want to stay. Find out why the employee has come to you looking for help instead of simply responding "what's in your cart?" to find out what product they intend to push on their customer(s). When a rep tells you a customer wants to speak to a manager, TAKE THE CALL! The representative obviously can't de-escalate the call. You can take the time to do your job instead of BSing around with your friends, I mean: other members of leadership. Separate sales and tech. Its not going to save you that much money by trying to make absolutely everyone in the company sell product.

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