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- Comp & Benefits
- Work/Life Balance
- Senior Management
- Culture & Values
- Career Opportunities
I have been working at Kaazing full-time (more than 3 years)Pros
Kaazing helped invent the WebSocket standard and there's an amazing ecosystem building around that standard. Among the open-source and commercial WebSocket offerings, Kaazing's "WebSocket Gateway" is a brilliant product that helps companies add WebSocket capabilities easily to their existing systems.
The technology is brilliant, and the "Zingers" (past and present) are smart and passionate without playing "I'm smarter than you" ego games. The company has a very flat structure and a mostly-open culture where everybody is willing to help everybody else. (The general lack of politics is very refreshing.)Cons
Kaazing's people are being recruited at a fearsome rate into some very attractive startups. This causes a huge brain drain and has led to some serious difficulties when you need to work with a technology that a now-departed engineer wrote. (The corporate memory tends to be short-term.)
There has also been a significant (and necessary) culture shift from being an engineering-driven company to a sales-driven company. The engineering group maintains its own subculture with plenty of camaraderie, but also feels the strain of being a bubble in a (now) sales-driven company. This may have contributed to the flight of several key people in the past year.
Finally, WebSocket is no longer cutting-edge, it's mainstream. Kaazing is now competing with open source. It means you will have to look deeper at what the product does and who uses it. It means you'll have to have longer discussions to get past the "open source" question to find the right places to use it. But it also means the rewards are sweeter when you find that perfect fit.Advice to ManagementAdvice
You say that your people are a critical asset, yet they're becoming hard to hold onto. Employee retention is about more than pay and stock options, so find someone to be a dedicated HR resource and have him or her engage with the current employees as well as prospective ones. Let your HR person be a standards-bearer for culture, compensation, and benefits. This is as much a part of growing up as the pivot to being sales-driven is.
Recognize the contributions that *everyone* makes. Handing fat checks to the salespeople to the all-hands may motivate salespeople but downplays the team effort required. "One Kaazing" cuts both ways: supporting sales in every possible way and recognizing those supportive efforts.
Recognize that our recent maturation has also left the executives looking more insular and secretive. Spend more time chatting with us, ringing the cash register when deals come in, and just getting the pulse of the company. Kudos to Jonas for still embracing "management by wandering around".RecommendsPositive OutlookApproves of CEO