What is the hiring process like at Guild?

The wonderful people I worked with, the “idea” of Guild

Micromanagement, no clear roles and responsibilities, overt favoritism, mis-leveling across the org in both directions, way too many levels of management, worthless stock options which were promoted as the alternative to and better than 401K matching, no 401K matching, complete lack of process and where there is one, it’s overly complicated for no good reason using cobbled together Google docs rather than tools and templates, lack of transparency with clients, questionable data regarding the benefits they report to clients, high school like atmosphere, no clear expectations then judged on the expectations that weren’t met

There aren't many good things about this company anymore. There are a few good people left here, but this company is running on empty.

I could write a novel about what an unmitigated disaster this company has become over the past year, but I'll keep it to a select few bullet points. This is coming from the perspective of an engineer that has been at Guild for over 3 years: - From an architectural point of view, engineering is an absolute joke. A select few architects and staff engineers championed a mish-mash of horrible serverless technologies and micro-frontends. Slowly but surely, the walls have been caving in and ongoing development has become an absolute nightmare. Feature development is grinding to a halt. - While I do feel DEI is an important part of our hiring process, Guild over-indexes on it so intensely that it's unequivocally damaged any hope for a bar of engineering excellence in favor of meeting quotas. Instead of hiring based on skill set, we hire based on...you know what. We have several staff level engineers, for example, that haven't the slightest clue how to implement the most basic of features yet they continuously fail their way to the top because of WHO they are instead of WHAT they can do. - The product management team seems like they're running around with their heads cut off. I haven't found a single PM at this company that can articulate a product's vision more than 1-2 months in the future. Instead, what you'll find (as an engineer) is you're constantly trying to put out fires for frantic PMs that have failed to execute on any long term goals, but need to save face for their managers. For some reason, Guild continues to place trust in the product team. Why? I don't know. - The politics at the management level (and above) are at an all time high. All the good EMs have either been laid off or have left. The majority that remain are just emailers and paper pushers trying to shift blame and dodge being targeted of any responsibility. As an engineer, you'd be hard pressed to find an EM at Guild anymore that can provide paths for growth for their reports, or constructive and/or meaningful feedback to help the team improve. - The executive leadership team seems confused, lost, or malicious (perhaps a combination or all 3). In my 3 years, I've seen so many re-orgs, layoffs (latest of 25%) and 'culture shifts' that I truly have lost count. - Instead of working together, Guild has devolved into a Lord of the Flies environment. People hoarding knowledge, for the sake of their own job security. Back-stabbing behavior amongst teams and between teams. I'm sitting here trying to reflect on where it all went wrong, but it seems like death by a 1000 paper cuts. To anyone considering a position at Guild, I cannot stress enough that you strongly consider all of the above points. That's just the tip of the iceberg.

A lot of reviews seem to be from disgruntled former employees, so as a former employee, I'd like to give a positive perspective on this company :) - Guild has an amazing mission, and having previously come from a large corporate company that only cared about profits, I was really inspired by the altruistic work that Guild is doing and was energized to come to work every day to support said mission. Is Guild a for-profit company? Yes. But is the intent still to allow workers to gain a higher education and opportunities for advancements in their companies? Absolutely. Also the founder (Rachel) really really cares about the company and its people. Hard stop. - Guild provided personnel with a PLETHORA of benefits that people don't seem to acknowledge: Really good health insurance (low deductible plans were free and high deductible were like ~$20 copay?), flexible work schedules, a lot of PTO (I will circle back to some commentary on this one), bereavement leave, 14 weeks of parental leave, free mental health services, 1-2 hours of free legal advice, disability leave, a free book from a local bookshop every year, a solid monthly grocery/internet/phone bill/whatever subsidy, random Guild swag (not just during onboarding), holiday gifts, a subsidy to buy your office set-up, budget for conferences, ~$5,600 for internal personnel to partake in educational courses / get a degree, and several more I can't think of right now. - Unlike some companies that demand you work the exact 9-5 hours, Guild was generous about letting personnel have flexible work hours, as long as they got their work done. At my old job, it was hard to find time for dentist/doctor/vet appointments, but at Guild I never had to worry about that. - A lot of folks have criticized the unlimited PTO policy changing to 4 weeks (with only 2 consecutive weeks), but I would like to add the context that people were abusing this policy, so Guild was forced to crack down. Truthfully, when I needed more than the two consecutive weeks, or more than 4 weeks total, I worked with my manager to schedule more time but made a game plan for when the work would get done. I did the same with my team and it worked out great. - Guild was really great about giving a voice to its personnel. Some people may disagree with me on this one, but I was truly shocked when I joined the company and saw how openly people could express their opinions on Slack. At my old company, it would not have been tolerated if you talked about politics, religion, pay, social issues, complaints on management style, complaints on how events were run, etc. I think a lot of folks at Guild took it for granted that we were able to talk so openly about social issues, post about our personnel lives in certain Slack channels, complain about lack of transparency in the Guild All-Hands, etc. In my opinion, personnel were given a lot of freedom of speech in this regard. - Guild uses a lot of newer / modern technologies. I have audited so many companies that use old, outdated, and frustrating technologies, so I have a great appreciation for Guild's infrastructure. - Guild was really good at employee recognition and was constantly praising the work of different teams - I've noticed that on a lot of the reviews, people complain about management's bad strategic direction, lack of transparency, etc. The only thing I will add here is that it's easy for people down in the weeds (myself included) to be unable to see the high level view of a company and critique certain decisions. For instance, I was part of the layoffs in May of 2024, and while it was a bummer to leave Guild, I recognized that Guild needed to recapture the revenue from those terminated personnel's salaries in order to have a certain amount of money on its income statement as part of its next valuation. If Guild decides to go public someday, this is critically important. While it was hard to get laid off, I am happy that this allowed the company to stay afloat and successful and allowed my coworkers to continue to have jobs - Guild does pay *most* positions really really well and is constantly comparing salaries to industry standards and making adjustments

- Senior leadership required each department to spend a lot of time on reporting and administrative work that didn't seem to be used - The OKR process was convoluted and didn't reflect the objectives of each department. Managers were required to update the progress of projects monthly in a really confusing system. However, I think this was part of the growing pains of maturing a company. - While I do really appreciate that Guild required frequent checkins between reports and supervisors, these were required on a weekly basis, and that was a big time commitment for trying to get work done. Not a big deal, but I think these could have been made monthly. - The member support / coaching team was paid pretty poorly. Just like with teachers, this is very taxing job, and I think that their hard work and mental stamina should have been compensated accordingly.

Once upon a time, I joined Guild drawn by its mission, and the opportunity to engage in remote work. It seemed like the start of a great story—a place where I could thrive and make a meaningful impact.

But soon, the reality set in. What initially seemed promising quickly revealed underlying issues. The company struggled to establish a cohesive culture. Management problems were acknowledged but never effectively addressed. A "leader" who openly admits to the fact that they have no people management experience was tasked with improving this critical area...you see why this is an issue, right? For people of color, this fairytale has even darker undertones. Despite the presence of ERGs, many POC employees continued to feel unseen and unheard. Unfortunately, you may find yourself contending with an environment that does not fully recognize or address your needs and contributions. Seeking help, many turned to HR, hoping for support. Instead, they encountered dismissive responses and felt their concerns were minimized. Stories of mishandled cases, often protecting those accused rather than supporting employees who raised legitimate issues, weren't uncommon. The deeper issues in culture and management weren’t just minor flaws. Poor decision-making and mismanagement led to a situation where layoffs became inevitable. When they occurred, it was clear that personal biases, rather than performance, likely influenced who stayed. The process felt more like favoritism than a fair evaluation of talent. Which, makes sense considering this is also how people were promoted. Despite the company's claims of transparency, rumors of layoffs circulated for months, creating an environment of uncertainty and fear. Managers, worried about their own positions, became overly controlling rather than supportive. The company’s approach to empathy often felt superficial, benefiting only a select few, while others were left to navigate the challenges on their own. As I move on, the challenges continue for those still there, too afraid to voice their concerns. But I think that's what they wanted—a cult of yes people, often creating their own challenges, too anxious about whether they'll be next on the chopping block to express anything other than toxic positivity.

I’ve been here 6 months and have not seen even one example of all the supposed negativity and toxicity in some of these reviews. Seeing them during the interview process really scared me off and I told myself I’d commit to working here for 6 months and leave if it was truly that bad. Now that I’m here I’m just plain confused by them. This is a great job and great company. I came from a cliche “Best Place to Work” company and the culture at Guild is way, way better. Everyone here is super nice, collaborative and overall just wants to do great work. Managers are flexible and give you space to do your work and deal with personal matters as needed. Business is growing fast and there is a lot of opportunity to grow internally. I’ve had zero issues and really enjoy working here. Don't know what to say. Maybe a ton of leadership turned over and we’re in better hands now. Maybe they just got review bombed after a big layoff. But these reviews are simply not reflective of the company now.

No 401K match No equity bonuses, only options

People: Truly amazing teammates and colleagues. I consistently felt fortunate to work with supportive managers and leaders who genuinely cared about me as an employee, but as a person. There was a strong emphasis on career growth and development, and I always felt encouraged to pursue new opportunities. Family Planning: If you’re planning to have a child, Guild is an especially supportive place to work. They offer generous parental leave for all parents, along with flexible scheduling to help accommodate different needs. In addition, employees receive a $10K benefit that can be used toward family planning, including fertility treatments or adoption services. ERGs (Employee Resource Groups): Guild invests meaningfully in ERGs, providing funding and support for communities to host events and build connections. While participation can vary depending on role requirements, and there are opportunities to further strengthen leadership engagement, the overall level of support is still stronger than what many companies offer. Promotion & Mobility: In my experience, strong performance is recognized, and promotions tend to follow when you’re consistently delivering. At more senior levels, there are also good opportunities to move across teams and departments. Previously, Guild invested more heavily in entry-level and associate roles to help employees transition into new areas, though those opportunities have become more limited over time - this has caused some tension in Guild’s culture because there are many that want to move within but struggle to do so. Educational Benefits: Guild offers employees access to the same educational programs it provides to its partners. This makes it easy for employees to pursue further education, whether for personal growth or career advancement.

Many of the challenges below reflect a shift from what Guild previously offered to how things have evolved in recent years. Layoffs & Stability: Job stability has become a concern at Guild. In my experience, there have been multiple rounds of layoffs (large-scale and more targeted) which has changed the overall sense of security that once existed. These decisions have impacted a wide range of employees, from newer hires to highly experienced team members. There have also been changes to how the company supports employees through transitions. Previously, departing employees were offered more extended resources (such as continued access to education benefits, keeping their work computers - which is vital for job searches, and career support). The current approach is more sterile, expect only severance and COBRA support. Additionally, Guild does not offer a 401(k) match, instead emphasizing equity as a long-term benefit. While this may be valuable in the future, recent changes—such as a shorter post-employment window to exercise options (Guild used to offer laid off employees 2 years to buy options and now only allows 90 days) can make it difficult for employees to fully realize that benefit, especially during an unexpected transition. Benefits: Benefits have also shifted in a negative way. While Guild was once a standout in this area, recent changes have made the experience more complex, particularly those outside of Colorado and California. Navigating coverage, billing, and third-party vendors can require significant time and effort, and in some cases may create friction in accessing care. Going to my next point - Guild seems to be moving in the direction of a return to office (CO and CA) and less support for a remote workforce and this shows in the benefits they offer their current remote workers. Also check the current job descriptions - they all have a hiring preference for Colorado residences and emphasize being in the office. Remote Work & Location Dynamics: Guild transitioned to a remote model during the pandemic, but there are now signals of a shift back toward in-office presence. While this is framed as flexible, there appears to be increasing emphasis on proximity to certain office locations. In practice, some employees outside of core geographic hubs feel less included in that long-term vision. Work-Life Balance: Work-life balance can be demanding, particularly as the company continues to grow and evolve. Flexibility exists in theory, it can sometimes translate into extended work hours to keep up with expectations. The pace and intensity may not be sustainable for everyone, and the culture has shifted from what it was in earlier years.

The people I worked with

It is quite humorous to see a few positive reviews peppered in here, blaming former employees for their anger. Sounds a lot like gaslighting to me, doesn't it? I know that Guild's exec team asks their golden children to write positive reviews to drown out the numerous negative ones in order to hide what is happening here. I mean, isn't it poetic that a company with this [white savior] mission of saving the world would rather try to drown out the voices of their employees than actually listen and make changes? So for those of you writing positive reviews that call out those of us with very valid criticism, good job I guess? Does it make you feel better to know that you are trying to silence people with real concerns? Human beings who were actually mistreated? Maybe you weren't, but just because you didn't experience something doesn't mean it didn't happen. I feel like we are too old to be learning that lesson. Listen, a lot of the people Guild has recruited are amazing. I have never had more fun with a group of people than the ones I worked with at Guild. I was able to flex my schedule to be home for caretaking responsibilities. It wasn't all bad for me. But the bad stuff was bad enough. I worked under dictatorial people who loved to flex their power just to say that they could. I have witnessed several situations in which employees of color were being discriminated against AND had managers that were actively racist towards them. Guess what? The EMPLOYEES are no longer at Guild, but those managers sure are. White corporate leadership is allowed in all ERG spaces, "allies" are allowed in all ERG spaces, effectively making it a supervisory situation where no one is ever truly safe. As for the mission: it is a sham. Benefits have gotten worse and worse for the people we serve. Guild, in conjunction with employer partners, have been whittling down ed packages so employers can pay less and less. Personal example: In a team onsite we were reviewing profiles of students that were not succeeding in their program. They were all women. They were all parents. They were all frontline workers. We named that perhaps that is an indicator that there is an (surprise surprise) imbalance and inaccessibility for women caregivers in education. A VERY large proportion of Guild's user base are women with children. Based on our "mission", we should be addressing that problem and finding ways to support frontline caregivers with stronger education options. We were told "No. That is not the answer. The answer is that these people shouldn't probably be in school." LOL UNLOCKING OPPORTUNITY FOR WHO THEN GUILD? I am over reviewers here saying we are "disgruntled". Like okay great job being a corporate sellout? Are you so excited to rest your head at night and say "wow I am so glad I tried to silence people with real and valid and problematic concerns?" We existed in the cesspool of toxic positivity and fake DEI initiatives that is Guild for YEARS. I think we are speaking not only from experience, but from expertise. So if you are going to try to spend time, I don't know, lying to change Guild and Bijal's image, maybe leave us out of it? If that is your only rebuttal, it's pretty weak and pathetic. Maybe come to the table with actual evidence. Is Guild profitable? Is Guild reaching goals set in contracts with employers? Is Guild improving on all the culture surveys? Is Guild onboarding tons of new employers and revolutionizing education? Is Guild serving more and more members (actively in school)? There must be a reason you are coming for us instead of, I don't know, speaking to how great Guild is doing. If you are applying for a job here, don't.

In the spirit of transparency and shared experiences, I am thrilled to share my first impressions of onboarding at Guild – an experience that undoubtedly sets the stage for what I believe will be an incredible journey. From the outset, it was evident that Guild places immense importance on the onboarding process. The warm welcome extended by the entire team showcased a genuine commitment to fostering a positive and inclusive workplace culture. It's not just about a job; it's about becoming part of a community that values collaboration, growth, and mutual support. The support I received during these initial three days went beyond the ordinary. Every team member, from colleagues to mentors, demonstrated a passion for helping newcomers integrate seamlessly into the Guild family. This level of dedication speaks volumes about the organization's commitment to the success and well-being of its employees. As someone stepping into this exciting journey, I feel a sense of pride in joining a company that invests in its people, fosters a culture of continuous learning, and thrives on the collective success of its team.

The inevitable learning curve that comes with navigating the technological platforms. Embracing new tools and systems can sometimes feel like learning a new language, but it's completely normal to encounter this challenge in an ever-changing landscape

There aren't many good things about this company anymore. There are a few good people left here, but this company is running on empty.

I could write a novel about what an unmitigated disaster this company has become over the past year, but I'll keep it to a select few bullet points. This is coming from the perspective of an engineer that has been at Guild for over 3 years: - From an architectural point of view, engineering is an absolute joke. A select few architects and staff engineers championed a mish-mash of horrible serverless technologies and micro-frontends. Slowly but surely, the walls have been caving in and ongoing development has become an absolute nightmare. Feature development is grinding to a halt. - While I do feel DEI is an important part of our hiring process, Guild over-indexes on it so intensely that it's unequivocally damaged any hope for a bar of engineering excellence in favor of meeting quotas. Instead of hiring based on skill set, we hire based on...you know what. We have several staff level engineers, for example, that haven't the slightest clue how to implement the most basic of features yet they continuously fail their way to the top because of WHO they are instead of WHAT they can do. - The product management team seems like they're running around with their heads cut off. I haven't found a single PM at this company that can articulate a product's vision more than 1-2 months in the future. Instead, what you'll find (as an engineer) is you're constantly trying to put out fires for frantic PMs that have failed to execute on any long term goals, but need to save face for their managers. For some reason, Guild continues to place trust in the product team. Why? I don't know. - The politics at the management level (and above) are at an all time high. All the good EMs have either been laid off or have left. The majority that remain are just emailers and paper pushers trying to shift blame and dodge being targeted of any responsibility. As an engineer, you'd be hard pressed to find an EM at Guild anymore that can provide paths for growth for their reports, or constructive and/or meaningful feedback to help the team improve. - The executive leadership team seems confused, lost, or malicious (perhaps a combination or all 3). In my 3 years, I've seen so many re-orgs, layoffs (latest of 25%) and 'culture shifts' that I truly have lost count. - Instead of working together, Guild has devolved into a Lord of the Flies environment. People hoarding knowledge, for the sake of their own job security. Back-stabbing behavior amongst teams and between teams. I'm sitting here trying to reflect on where it all went wrong, but it seems like death by a 1000 paper cuts. To anyone considering a position at Guild, I cannot stress enough that you strongly consider all of the above points. That's just the tip of the iceberg.

It's a good career stepping stone.

Irresponsible, Inept Leadership. Deified CEO. Went through rapid hiring and then "Reduced" work force by 1/3rd in 2 years.