Compare Optimizely vs Patreon BETA

See how Patreon vs. Optimizely compare on employee ratings, job openings, CEO approval, business outlook and more.

Employee Ratings

Overall Rating
(full-time and part-time employees only)
(based on 151 reviews)
(based on 19 reviews)
Career Opportunities
Compensation & Benefits
Work-life balance
Senior Management
Culture & Values
CEO Approval
Optimizely Ceo Jay Larson
91%Jay Larson
Patreon Ceo Jack Conte
89%Jack Conte
% Recommend to a friend
Positive Business Outlook


Salaries for similar jobs
Software Engineer24 Salaries
Senior Technical Support Engineer3 Salaries
SDR3 Salaries
Software Engineer3 Salaries
Product Support Representative1 Salaries
N/A1 Salaries

What Employees Say

"Work life balance"(in 12 reviews)
"Great culture"(in 12 reviews)
There are no reviews matching this company.
"Growing pains"(in 20 reviews)
"Career growth"(in 8 reviews)
Featured Review

Current Employee - Software Engineer

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.

Current Freelancer - Content Creator

I have been working at Patreon for less than a year


Easy to navigate and create your own Patreon page, manage Patrons


The mobile app for Patreon loses some of the editting features found on PC version for a Patron creator page

Advice to Management

Update the mobile app for Patreon to better suit publishing content and managing patrons.

Job Postings