What is the hiring process like at Gusto?

Salary isn't bad, but not entirely market-competitive Benefits are good - but no 401k match Generally hires smart, kind people Offices are nice

The company overall strives to create a positive and supportive environment, but in this case, I found that middle management, my manager in particular, often lacked transparency and clarity in their communication. Feedback was vague and sugarcoated, making it difficult to know how to improve - contributing to burnout and not feeling safe to show up at work. Conflicting priorities between leadership teams also led to confusion and frustration. Instead of fostering collaboration, I often felt like my attempts to find compromise and alignment were disregarded or met with criticism. This made the work environment more stressful than it needed to be. Gusto does not make any effort to encourage collaboration, and it shows in team morale. Design leadership sadly picks favorites, and it's incredibly obvious. They manage out anyone who is a threat, or they don't like. Many designers left or were let go, leaving a culture of fear within the team. Unless you are one of the few who is a favorite with career growth potential, no one else feels safe. The hiring process is extensive, so people who get through the door are generally kind and smart. While Gusto emphasizes being "Gusto nice," this culture masks underlying issues, making it harder to address problems head-on. It's important to know that the culture and management style may not always align with the company's values, especially if you're working under specific individuals.

A good team of designers and developers

Was hired on as a contract principle designer. During my interview process I was sold that there was plenty of growth and opportunity within the role to make vast adjustments across the experience, along with extensions and FT promise. After being hired I quickly noticed that my position became more of a junior level copy/paste/edit design situation almost overnight with communication dropping simultaneously. Worlds away from previous engagement opportunities that I had come so accustomed to seeing. Immediately felt like I was hired as a shoehorn until they found someone else, which was not communicated or anticipated. Two months later, after hiring a full time resource weeks prior, I am then notified 2 days before my contract was set to renew that I would not be extended. The project that I was promised to be a design lead within had barely started. Begs the question that if I wasn't the person that you wanted at the beginning, why hire me in the first place.

Fully remote, company paid benefits, reimbursements for phone(very little) and internet. Yearly office stipend on anniversary. Provides funds for office set up. 15 free therapy sessions per year.

Poor management, hypocritical. Time worked is based on Mountain Standard Time, no flexibility on this. If you are at a 9-5:30, in reality it is 11-7:30. New "extended hours" push people to end shifts at 8pm. This is not set either. They run a "shift bid" which is takes into consideration your metrics: which are always changing with no details from upper management. You may have a great normal shift, do well with your interactions with customers, but then be placed on a later time due to missing a metric point. They state they agree that "life happens" but when life happens, they do not accommodate. PTO was unlimited, then set to accrual-after stating this was still going to be unlimited. This is fine, however those working with the company already had lost their unlimited time, and allowed 80 hours that were considered"borrowed" to take off. If you used, them, you were set to (-80) hours, meaning no PTO, which is something they very much want you to take. Sick time had to be used for days off, with no accommodations or empathy. If you were out of sick time, you were not paid. They put the benefit of the company and their customers over those directly working with them. Burn out is unavoidable due to these changes, and upper management has a "we are figuring this out together" mentality. Career growth on indefinite hold. Upper management stated that there are jobs internally, but they just get filed by outside candidates. Large hiring sprees don't fill major gaps of support causing more work and unrealistic expectations for current employees.

* Pro-active organization with plenty to learn and do * Engineering Leaders are genuinely thoughtful and they seem to care about the employee * Smart, passionate and technical individuals to learn from * An actual investment in their onboarding experience that reflects how importantly they think of their R&D team * Optimistic outlook with the track record to back it

* Haven't been here long enough to notice anything I don't like

killer training and team culture, very achievable metrics

other departments aren't interested in hiring from CX org, so growth is though once you reach the top of the wage/role ladder. I left to grow past what Gusto was able to provide.

Strong sellers are able to execute the new fractional HR solution the company offers which equates to a handful of reps doing very well here. It consists of a proper sales cycle with real value add to your book of business as a lucrative offering. It's most advantageous to be on the Tech pod as these businesses are scaling more rapidly than other sectors. Most customers in your book are receptive to conversations surrounding cross-sell/upsell opportunities. This role offers strong job security amongst the ever-shifting landscape in tech.

Can improve processes/efficiency with integrations of systems. Role isn't properly defined which can lead to confusion amongst reps with less experience.

Overall fantastic company growth, company covers employee health coverage and part of the family's coverage as well. Company still offers remote jobs. Gusto is committed to DEI principles.

With so many team members it can be a struggle to be noticed or recognized for your efforts. Opportunities for new roles are limited as there is often already someone in mind for a role and interviews feel like a formality. New hire and new team trainings are about 50% shorter than they could be, leaving new team members frustrated and struggling to figure out their work. Company has had multiple layoffs in the past few years and has severely began to limit remote roles as well as limit upward mobility for remote workers.

*some cool teammates *pays for your benefits if you get HDHP *Ai stipend

* Business process all over the place and changing of the goalpost to make it hard to meet metrics. * looks for any reason to make you look bad. * surveys from client about benefit pricing I dont control the benefit pricing the have cheapest plan available . * 2 face PE’s tell you one thing and you doing great just to try to get rid of you in the background.

-decent company culture -pay is good -training is good -internal team culture is good

-Constant new processes -Everything is logged and watched in the company -you're a metric at the end of the day -Very much a grind in terms of a job

Smart, kind, amazing teammates! Across the board people are genuinely invested in doing good work and helping each other! Even as a coordinator, I got to partner with recruiters, hiring managers, and operations teams, which broadened my perspective.

Limited conversion opportunities for contractors. While the team was supportive, internal mobility for contractors can feel unclear or competitive. Processes and expectations can shift quickly, and not all teams are aligned at the same time. It’s important to be adaptable.