Showpass Work Life Balance FAQ

Read what Showpass employees think about work life balance at the company and make sure this fits your lifestyle. Employees have questions about everything from the work from home policy, overtime and flexibility.

Showpass has a work life balance rating of 3.8.

All answers shown come directly from Showpass Reviews and are not edited or altered.

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4 English questions out of 4

August 18, 2020

What is working from home like at Showpass?

Pros

You will be given lots of agency over your work and can shape company growth Flexible vacation policy Mostly open and fun personalities to work with You will wear many hats and use many different technologies which will fill your resume and build your career You get the chance to have your work used immediately by real people with feedback loops of customers appreciation and suggestions In house chef is a nice perk when working in the office. There are usually many snacks available as well You have opportunities to work alongside big tech companies such as Facebook and Google

Cons

Compensation has been historically average or lower than average for new hires compared to other opportunities. Options are the preferred method of getting you involved in the company but the long vesting periods on them are not compelling IMO. Brain drain was an ongoing issue during my time at Showpass No objectively stable senior talent across the teams during my time at Showpass. Spurts of long working hours which included weekends. No overtime or formal time tracking. Small gifts were sometimes given (food, drinks) in lieu of stressful times. A nice gesture still but felt like it was out of touch. No formal performance appraisal or process when I worked with Showpass. You have to have the confidence to ask for compensation adjustments on your own which can be intimidating for certain personalities. Flexible vacation policy is great but experienced push back when asking for time off depending on the season, ongoing work, and your involvement in it. No flexible work hours or work from home policies. An open office concept and pet-friendly office can be distracting. Many projects are spun up to acquire more business but then are abandoned or pushed to the sidelines. This left a feeling of "running in place" and it felt as time and effort investment had no returns.

Advice to Management

I think the biggest benefit Showpass could have is taking a more cut down approach to its scope, projects, and customers. It feels like Showpass is straddling the line on operating and identifying as an endearing company looking to grow steadily and outlast the competition, and being a hyper-growth focused company. Hands are in so many baskets which leads to a company that is so-so at many things but not truly distinguishable in the competitive ticketing market. Investing time in polishing what is currently supported and doubling down on customer support and user experience will lead to more natural growth and referral acquisitions. Showpass is positioned as a technology company, so having a CTO or more senior talent to drive the technical side of things would play nicely to support a more formal business direction. Keep doing 1 on 1 meetings between management and employees, use more anonymous feedback, and make it a priority to truly understand employee sentiment and involvement. Formal performance appraisals and feedback would have been a great asset at Showpass. Once performance can be measured, compensation adjustments and training would be a great thing to be implemented. An employee can then objectively know what it means to fill their role as a successful Showpass employee. The long cliff on options was not compelling and is not the norm for startups in my experience. I understand why they are used for newer employees but the same cliff was applied even after years of being at Showpass. This left me feeling uninvested and not feeling like a true owner even with great time and effort investment. Rethinking vesting periods for long-standing employees and implementing new ways for employees to be actually invested in the company would be of great benefit. Calgary needs more technology companies and I think Showpass has everything going for it to be a clear leader in the tech community here with a few tweaks.

No flexible work hours or work from home policies.

August 18, 2020

See answer

December 3, 2019

How is the work/life balance at Showpass?

Pros

This is an excellent place to grow your skillset, you will be met with new challenges every day. There are very talented/dedicated individuals in every single department and there is lots of room for career progression. Your input and contributions are actually valued. Meals everyday, dog friendly office, spin wheel with prizes for the whole company after sales. Overall a fantastic culture!

Cons

Work/Life balance can be difficult, but that comes with the startup territory and should be expected.

Work/Life balance can be difficult, but that comes with the startup territory and should be expected.

December 3, 2019

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August 18, 2020

What is overtime like at Showpass?

Pros

You will be given lots of agency over your work and can shape company growth Flexible vacation policy Mostly open and fun personalities to work with You will wear many hats and use many different technologies which will fill your resume and build your career You get the chance to have your work used immediately by real people with feedback loops of customers appreciation and suggestions In house chef is a nice perk when working in the office. There are usually many snacks available as well You have opportunities to work alongside big tech companies such as Facebook and Google

Cons

Compensation has been historically average or lower than average for new hires compared to other opportunities. Options are the preferred method of getting you involved in the company but the long vesting periods on them are not compelling IMO. Brain drain was an ongoing issue during my time at Showpass No objectively stable senior talent across the teams during my time at Showpass. Spurts of long working hours which included weekends. No overtime or formal time tracking. Small gifts were sometimes given (food, drinks) in lieu of stressful times. A nice gesture still but felt like it was out of touch. No formal performance appraisal or process when I worked with Showpass. You have to have the confidence to ask for compensation adjustments on your own which can be intimidating for certain personalities. Flexible vacation policy is great but experienced push back when asking for time off depending on the season, ongoing work, and your involvement in it. No flexible work hours or work from home policies. An open office concept and pet-friendly office can be distracting. Many projects are spun up to acquire more business but then are abandoned or pushed to the sidelines. This left a feeling of "running in place" and it felt as time and effort investment had no returns.

Advice to Management

I think the biggest benefit Showpass could have is taking a more cut down approach to its scope, projects, and customers. It feels like Showpass is straddling the line on operating and identifying as an endearing company looking to grow steadily and outlast the competition, and being a hyper-growth focused company. Hands are in so many baskets which leads to a company that is so-so at many things but not truly distinguishable in the competitive ticketing market. Investing time in polishing what is currently supported and doubling down on customer support and user experience will lead to more natural growth and referral acquisitions. Showpass is positioned as a technology company, so having a CTO or more senior talent to drive the technical side of things would play nicely to support a more formal business direction. Keep doing 1 on 1 meetings between management and employees, use more anonymous feedback, and make it a priority to truly understand employee sentiment and involvement. Formal performance appraisals and feedback would have been a great asset at Showpass. Once performance can be measured, compensation adjustments and training would be a great thing to be implemented. An employee can then objectively know what it means to fill their role as a successful Showpass employee. The long cliff on options was not compelling and is not the norm for startups in my experience. I understand why they are used for newer employees but the same cliff was applied even after years of being at Showpass. This left me feeling uninvested and not feeling like a true owner even with great time and effort investment. Rethinking vesting periods for long-standing employees and implementing new ways for employees to be actually invested in the company would be of great benefit. Calgary needs more technology companies and I think Showpass has everything going for it to be a clear leader in the tech community here with a few tweaks.

No overtime or formal time tracking.

August 18, 2020

See answer

August 18, 2020

How flexible is your schedule working at Showpass?

Pros

You will be given lots of agency over your work and can shape company growth Flexible vacation policy Mostly open and fun personalities to work with You will wear many hats and use many different technologies which will fill your resume and build your career You get the chance to have your work used immediately by real people with feedback loops of customers appreciation and suggestions In house chef is a nice perk when working in the office. There are usually many snacks available as well You have opportunities to work alongside big tech companies such as Facebook and Google

Cons

Compensation has been historically average or lower than average for new hires compared to other opportunities. Options are the preferred method of getting you involved in the company but the long vesting periods on them are not compelling IMO. Brain drain was an ongoing issue during my time at Showpass No objectively stable senior talent across the teams during my time at Showpass. Spurts of long working hours which included weekends. No overtime or formal time tracking. Small gifts were sometimes given (food, drinks) in lieu of stressful times. A nice gesture still but felt like it was out of touch. No formal performance appraisal or process when I worked with Showpass. You have to have the confidence to ask for compensation adjustments on your own which can be intimidating for certain personalities. Flexible vacation policy is great but experienced push back when asking for time off depending on the season, ongoing work, and your involvement in it. No flexible work hours or work from home policies. An open office concept and pet-friendly office can be distracting. Many projects are spun up to acquire more business but then are abandoned or pushed to the sidelines. This left a feeling of "running in place" and it felt as time and effort investment had no returns.

Advice to Management

I think the biggest benefit Showpass could have is taking a more cut down approach to its scope, projects, and customers. It feels like Showpass is straddling the line on operating and identifying as an endearing company looking to grow steadily and outlast the competition, and being a hyper-growth focused company. Hands are in so many baskets which leads to a company that is so-so at many things but not truly distinguishable in the competitive ticketing market. Investing time in polishing what is currently supported and doubling down on customer support and user experience will lead to more natural growth and referral acquisitions. Showpass is positioned as a technology company, so having a CTO or more senior talent to drive the technical side of things would play nicely to support a more formal business direction. Keep doing 1 on 1 meetings between management and employees, use more anonymous feedback, and make it a priority to truly understand employee sentiment and involvement. Formal performance appraisals and feedback would have been a great asset at Showpass. Once performance can be measured, compensation adjustments and training would be a great thing to be implemented. An employee can then objectively know what it means to fill their role as a successful Showpass employee. The long cliff on options was not compelling and is not the norm for startups in my experience. I understand why they are used for newer employees but the same cliff was applied even after years of being at Showpass. This left me feeling uninvested and not feeling like a true owner even with great time and effort investment. Rethinking vesting periods for long-standing employees and implementing new ways for employees to be actually invested in the company would be of great benefit. Calgary needs more technology companies and I think Showpass has everything going for it to be a clear leader in the tech community here with a few tweaks.

No flexible work hours or work from home policies.

August 18, 2020

See answer

4 English questions out of 4