What are perks and other benefits like at Groupon?

Good benefits, free soda and work life balance

Job security used to be questionable

Good benefits like cabs, food insurance and attractive incentives

Salary should be increased and internal growth

Good benefits are offered to employees

Micromanaging, lack of structure , organizational culture and overall lack of support , no diversity

The environment supports you in a million ways to grow professionally. Sales training is world class. It's fast-paced.

The benefits aren't great. The lead generation is tough. Middle management can be hit or miss.

Good team atmosphere, equal treatment, fair benefits

Really low salaries, no raises, layoffs

Good benefits, filling up the min words,

Hire and Fire culture, Toxic management

Good company and with more benefits

Layoff happens very frequent and often

Groupon’s management is undoubtedly eager and determined to turn the ship around, but unfortunately, they are making all the wrong moves to achieve it. Instead of focusing on strategies that would truly drive long-term success—such as retaining and investing in their experienced, high-performing employees—they continue to prioritize ineffective hiring practices and external management hires that fail to deliver results. The intention may be there, but without the right execution, the company risks sinking further.

Instead of investing heavily in new hires—of whom fewer than 30% successfully complete training—Groupon should prioritize retaining and valuing its tenured, experienced talent. The current approach results in excessive spending on recruiting, IT onboarding, sales training, and the inevitable learning curve associated with the sales process. Beyond that, the company incurs substantial costs on benefits, insurance, office space, and IT hardware for hires who ultimately fail to deliver a strong return on investment. The reality is that Groupon is attracting lower-tier talent, and given the churn rate, these hires are not justifying the investment. Rather than continuously cycling through new employees, leadership should focus on compensating tenured reps at or above market rate, fostering engagement, and appreciating the expertise they bring. Instead, experienced employees are often left reporting to DSMs who lack an understanding of Groupon’s inner workings. Time and again, external management hires fail to succeed, yet upper leadership continues to follow this ineffective strategy. It’s frustrating to watch the same mistakes repeated when the solution is clear—invest in those who already know how to drive results.

Timely salary is the only pro The tech stacks used are old, but they are upgrading to now tech stacks

No work life balance Bonuses are not given even though its mentioned in the offer letter Always worried about the next layoff waves Sudden changes in company policies, no focus on benefits of employees. Zero culture and values too much AI focus, and less employee focus The company is going nowhere tbh even with all the changes being done

Good salary for freshers. Friendly environment. Friendly team leaders. Good benefits.

Not an easy work. A little bit of pressure. Target deadlines. Need to be perfect in order to keep our job.