Compare Stripe vs Lyft BETASee how Lyft vs. Stripe compare on employee ratings, job openings, CEO approval, business outlook and more.
What Employees Say
I have been working at Stripe full-time for more than a year
I've been extremely impressed by Stripe since day 1 -- in how it composes itself facing difficult decisions, runs on the day-to-day, and goes above and beyond expectations on a consistent basis.... Leadership is inspirational (listen to a podcast with Patrick) yet very grounded when the going gets tough. Our company values ("operating principles") are lived by the leaders and it does really trickle down through the reporting chain. I seldom find myself disagreeing with decisions leadership makes, and they are quite transparent about their reasoning why. Your peers are friendly, sometimes to a fault, and I don't notice much/any unhealthy competition in the engineering org. You can assume your peers are well-intentioned and are willing to hear you out fully, in the end doing what's best for the business (or, customer). A slight downside to this -- knowing the right people to talk to is an invaluable skill that isn't scaling so well as the company grows. The mission of the company -- grow the GDP of the internet -- is arguably pure and apolitical. There is a sense we are building core infrastructure for the world. It's nice not to feel conflicted about your work. I've been happy that our planning process is often long-term. You can successfully argue for ideas that might not result in immediate benefits, but will pay dividends in, say, a year. This applies to paying down tech debt to new products or features. Your argument has to be well articulated, though. Finally, as a medium sized company, there is so much work to be done and opportunity for those who are willing to go out and grab it (even if it's not always obvious). Ambition and foresight are recognized and rewarded, even if you don't necessarily have seniority or tenure.
Work-life balance can suffer depending on your ambition. Working a 9-5 is OK, but in practice a 9-6 is more common. (management generally seems to not care about hours worked, but actual productivity..., which is a plus) Internal tooling, testing, and development speed (especially outside the "happy path") has been a drain on productivity as the company has grown. It's invested in, but sometimes can be rough. Stripe grew as a developers-first company, so some scaffolding and support from others orgs is missing. Engineers often have to take on extra responsibility that may seem tedious or unrelated at another company. Growth / education / mentorship is well supported, but you sort of have to seek it out yourself.
Advice to Management
1) Keep questioning processes that might not be working and replacing them with better ones. The culture cannot stay static as we grow. 2) Try to track and improve the velocity of development,... iteration, and testing. 3) Try to remove the bottleneck of "knowing the right people" to get stuff done. Our writing-centric culture is a good first step, but even that has become "knowing the right docs / slack channels". We need better curation and knowledge sharing.