Ace Cash Express FAQ

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How are senior leaders perceived at Ace Cash Express?

7 English reviews out of 7

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October 7, 2019

Pros

New office space Responsibility and ownership can grow quickly Other departments generally willing to help and collaborate Occasional free team happy hours Your opinion is valued most of the time Leadership is understanding of morning delays without reprimand No excuses culture - works for some, not for others Ambition is generally rewarded Director level and above at the company is very stable Professional independence Product SVP cares about you while you are on his team Some product leadership possesses a wealth of experience Fintech is growing and innovative You work hard, but generally don't work after 6PM Relaxed atmosphere Generous PTO

Cons

401k match doesn't vest for two years. Extremely high turnover within the product team. Within a one year period, five team members left within a nine person team. The highest tenured person on the team was eleven months. Some product leadership lacks product experience, including not having experience founding or launching a product. Some product leadership will blame their employees for project errors or failure, including in front of the CEO and external clients. There is little long term (2+ years) road map planning, which leaves little room for the product team to be innovative and creative in finding new product market fits. Your professional life will revolve around a twelve month cycle and making the plan so that bonus requirements are met for leadership. This is an agile shop, but some leadership is unfamiliar with agile development which causes stress. Adversarial relationships between certain departments is the norm. You will spend time making review decks, taking time away from building products and features. While you are a product manager, you will spend large amounts of time on financial analysis, invoice tracking, marketing, and operations projects in an effort to meet the plan. You will need to navigate strong egos. The product team is compensated at a lower tier than employees across other departments at the lower levels (senior manager and below), per other department employees. Other departments will overreach into product responsibilities. Very competitive fintech market You will have meetings cancelled without notice CYA culture

Advice to Management

Product leadership incentives are incorrect. Leadership incentivizes one year growth while product is a department that should be focused on short and long term goals, including building new products over the course of years. It is unacceptable that other departments have to point this out to product leadership. New products are only incentivized when they fit within a one year window. Several times the team is told to act entrepreneurial and ask forgiveness, not permission. If this is truly what the C Suite wants to see, incentives must change and leadership must be accepting of the potential for failure that comes with big risks and innovations. Continue to hold employees to high standards in CEO meetings.

Some product leadership will blame their employees for project errors or failure, including in front of the CEO and external clients.

October 7, 2019

Reviewed by: Product Manager in Irving, TX (Former Employee)

October 7, 2019

Pros

New office space Responsibility and ownership can grow quickly Other departments generally willing to help and collaborate Occasional free team happy hours Your opinion is valued most of the time Leadership is understanding of morning delays without reprimand No excuses culture - works for some, not for others Ambition is generally rewarded Director level and above at the company is very stable Professional independence Product SVP cares about you while you are on his team Some product leadership possesses a wealth of experience Fintech is growing and innovative You work hard, but generally don't work after 6PM Relaxed atmosphere Generous PTO

Cons

401k match doesn't vest for two years. Extremely high turnover within the product team. Within a one year period, five team members left within a nine person team. The highest tenured person on the team was eleven months. Some product leadership lacks product experience, including not having experience founding or launching a product. Some product leadership will blame their employees for project errors or failure, including in front of the CEO and external clients. There is little long term (2+ years) road map planning, which leaves little room for the product team to be innovative and creative in finding new product market fits. Your professional life will revolve around a twelve month cycle and making the plan so that bonus requirements are met for leadership. This is an agile shop, but some leadership is unfamiliar with agile development which causes stress. Adversarial relationships between certain departments is the norm. You will spend time making review decks, taking time away from building products and features. While you are a product manager, you will spend large amounts of time on financial analysis, invoice tracking, marketing, and operations projects in an effort to meet the plan. You will need to navigate strong egos. The product team is compensated at a lower tier than employees across other departments at the lower levels (senior manager and below), per other department employees. Other departments will overreach into product responsibilities. Very competitive fintech market You will have meetings cancelled without notice CYA culture

Advice to Management

Product leadership incentives are incorrect. Leadership incentivizes one year growth while product is a department that should be focused on short and long term goals, including building new products over the course of years. It is unacceptable that other departments have to point this out to product leadership. New products are only incentivized when they fit within a one year window. Several times the team is told to act entrepreneurial and ask forgiveness, not permission. If this is truly what the C Suite wants to see, incentives must change and leadership must be accepting of the potential for failure that comes with big risks and innovations. Continue to hold employees to high standards in CEO meetings.

Leadership is understanding of morning delays without reprimand

October 7, 2019

Reviewed by: Product Manager in Irving, TX (Former Employee)

July 28, 2019

Pros

The nice customers, old and young.

Cons

The managers starting drama and doesn't care about the well being of their coworkers.

Advice to Management

Care for the employees, talk to them, work with them than holding their jobs over their heads when they didn't do anything wrong.

The managers starting drama and doesn't care about the well being of their coworkers.

July 28, 2019

Reviewed by: Sales Associate in Kansas City, KS (Current Employee)

October 7, 2019

Pros

New office space Responsibility and ownership can grow quickly Other departments generally willing to help and collaborate Occasional free team happy hours Your opinion is valued most of the time Leadership is understanding of morning delays without reprimand No excuses culture - works for some, not for others Ambition is generally rewarded Director level and above at the company is very stable Professional independence Product SVP cares about you while you are on his team Some product leadership possesses a wealth of experience Fintech is growing and innovative You work hard, but generally don't work after 6PM Relaxed atmosphere Generous PTO

Cons

401k match doesn't vest for two years. Extremely high turnover within the product team. Within a one year period, five team members left within a nine person team. The highest tenured person on the team was eleven months. Some product leadership lacks product experience, including not having experience founding or launching a product. Some product leadership will blame their employees for project errors or failure, including in front of the CEO and external clients. There is little long term (2+ years) road map planning, which leaves little room for the product team to be innovative and creative in finding new product market fits. Your professional life will revolve around a twelve month cycle and making the plan so that bonus requirements are met for leadership. This is an agile shop, but some leadership is unfamiliar with agile development which causes stress. Adversarial relationships between certain departments is the norm. You will spend time making review decks, taking time away from building products and features. While you are a product manager, you will spend large amounts of time on financial analysis, invoice tracking, marketing, and operations projects in an effort to meet the plan. You will need to navigate strong egos. The product team is compensated at a lower tier than employees across other departments at the lower levels (senior manager and below), per other department employees. Other departments will overreach into product responsibilities. Very competitive fintech market You will have meetings cancelled without notice CYA culture

Advice to Management

Product leadership incentives are incorrect. Leadership incentivizes one year growth while product is a department that should be focused on short and long term goals, including building new products over the course of years. It is unacceptable that other departments have to point this out to product leadership. New products are only incentivized when they fit within a one year window. Several times the team is told to act entrepreneurial and ask forgiveness, not permission. If this is truly what the C Suite wants to see, incentives must change and leadership must be accepting of the potential for failure that comes with big risks and innovations. Continue to hold employees to high standards in CEO meetings.

This is an agile shop, but some leadership is unfamiliar with agile development which causes stress.

October 7, 2019

Reviewed by: Product Manager in Irving, TX (Former Employee)

November 15, 2019

Pros

Nice place to work with. Higher ups are understanding

Cons

Extremely tedious. Scheduling needs a bit more work.

Higher ups are understanding

November 15, 2019

Reviewed by: Teller in United States (Current Employee)

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7 English reviews out of 7