Compare Mixpanel vs Optimizely BETASee how Optimizely vs. Mixpanel compare on employee ratings, job openings, CEO approval, business outlook and more.
What Employees Say
I have been working at Mixpanel full-time
Joined after the leadership changed. We are dedicated in improving based on our customers' feedback. Everyone is passionate about the product we are building. So much learning opportunities. Having... worked for FB before, I would say you have better culture, diverse team, dedicated employees (sales, engineering, design etc), and good compensation. HIGHLY talented engineering team Great people globally Great compensation Good benefits (except 401K Match) Good WLB. Catered lunch & dinner Great Swags TRANSPARENCY !
No 401K Match Limited Health Insurance option (they are good - but I used to work for a company with about 8 options)
I have been working at Optimizely full-time for less than a year
Career growth has come into focus in engineering, and this seems to be driving technical results. Management is responsive to problems right now. Unfortunately that means that management didn't... architect the workplace to prevent those problems. Maybe it's architected better now.
Not competitive with salary and TC (total compensation) in a tight job market. The reason to work here is because you want to focus on personal growth and leave the office on time. Developing... software here is extremely painful right now but we're headed in the right direction. Management is creating space to increase velocity. This is a pro for a driven worker. Senior engineering team is a mixed bag in terms of social skills. Some people are great, some people are hard to interpret and this causes problems. I think there is a problem with premature judgment which is a problem common among senior technical staff -- but you can train for this. Current employees with options still have approximately no vested incentive to stay. Options are proven worthless at this company for anyone who can't stay here for an unlimited amount of time to IPO, and that's IF the company ever does an IPO. All employees should calculate their options as worth $0.00 based purely on precedent of talent that has arrived and left with 0 return. If you want to retain talent -- RETAIN TALENT. It's cheaper.
Advice to Management
Review salaries on a faster cadence. Get rid of pay variation within job role bands and pay at the top of each job role pay band for companies in your class. Your TC (total compensation) is... low and it hurts the ability to attract talent. If everyone in each band makes the exact amount of the top of the band, your high performers will work hard on bigger projects to get promoted. This doesn't even cost that much in terms of net engineer lifetime at the company. If you want to reward performance, give out pure stock and one-time bonuses, not incremental raises. This heavily simplifies pay bands and the net cost is bound by the lifetime of that employee in that pay band anyways.