How flexible is your schedule working at Cloudflare?

flexible working mode, work from home supported

limited chance to meet colleagues/teams in person

Great work Environment, good work life balance, pays good, stocks,learning

Since it a growing company, there is a lot of work

- hybrid w ability to work remotely overseas - a flexible schedule w possibility of establishing work-life balance if you manage yourself well - genuinely good and helpful diverse and international group of colleagues across BDR teams - generally good cross-functional BDR-AE collab - the BDR managers and team leaders hired are compassionate, good at motivating and leading the team - well-located office in central London

- too many back-and-forth unnecessary/unproductive changes happening as a result of multiple changes in CRO and the drive to grow the company further at the expense of the sales department - lack of improvements to enhance efficient workflow - Career growth opportunities are limited to roles within sales + salaries transitioning to other roles often not competitive/same as BDR salary so it's not really a promotion (unless it's a role directly above BDR like BDR team lead, management role). - Lack of systematic guidance for career progression - disconnect between senior management and BDR teams' needs, concerns and perspectives on areas and effective ways to improve workflow

Flexible work-from-home arrangements Comfortable office environment Complimentary pantry snacks

Leadership quality A significant portion of senior leadership is relatively inexperienced and struggles with people leadership. Many managers rely heavily on top-down instructions rather than independent judgment, resulting in weak guidance and decision-making. Information flow Despite operating in a fast-moving environment, information is often not disseminated efficiently. Critical context tends to remain within leadership circles instead of being shared clearly and promptly with execution teams. Career progression imbalance Career progression within the post-sales team is extremely limited, even for individuals with strong performance and relevant experience. In contrast, the sales organization sees frequent and rapid promotions, including cases where individuals progress from Principal to Senior Manager to Director within a six-month period. This imbalance creates morale issues and a perception that advancement is not based on contribution or expertise.

remote work options and high pay

Difficult to move upwards in company

Office culture is quite diverse, good benefits and allowances. People are really nice. Flexible working.

Really hard to get a promotion. There isn't a scheme in place for BDRs to move to different roles or departments

Good company to work for with flexible working hours and locations.

A bit hectic because the company is trying to do some much at one time.

Mostly decent work life balance, outside of crunch periods and on call shifts. Probably worsening due to recent engineering layoffs though. Interesting technical problems (depends on team).

Upper management perpetuate a toxic culture - CEO likes to make personal attacks on employees in public channels. CTO is reactionary and does not communicate well. Flashy demos are valued over robust engineering. Constructive criticism is taken poorly.

Strong, innovative product that customers value Flexible “work from anywhere” model Some genuinely kind, smart people who want to do the right thing

This company is very founder-led to a fault. The CEO and his right-hand, confidant - the CTO, are deeply involved in day-to-day decisions to a degree that stifles execution and growth. The leaders they’ve hired to scale the business are not empowered to lead — and in some cases, simply don’t have the authority to change the current operating model. There’s a lack of strategic clarity, minimal operational rigor, and no real investment in scalable processes or tools. The refusal to adopt AI capabilities in well known industry platforms adds unnecessary burden and inefficiency. Employees are exhausted, burned out, and stuck working in silos with unclear roles, redundant efforts, and constant reactivity. Oh - and the motto of GSD is not strategy, this comes out of the CEO's mouth all the time and quite frankly it's immature and shows lack of leadership. Salaries are not competitive and under market, world-wide. No bonus or cash incentives of any kind. Best practices aren’t defined, let alone followed. Teams operate without proper data access, automation, or direction. Senior leaders (VPs and SVPs) are often sidelined, with limited ability to influence decisions or drive change. It’s hard to see how this company can grow sustainably under these conditions.

Great manager Reliable team Flexible accommodations

Under market rate pay Limited upward mobility Newer leadership has brought in a lot of “friends”