DataXu – San Francisco, CA
DataXu is a dynamic work environment and as a result, candidates need to be comfortable with change and the dynamics of a fast-paced sales… DataXu
DataXu – San Francisco, CA
DataXu is looking for a driven, focused and high impact Account Executives to join our growing revenue team focusing on mid-market clients and their… DataXu
DataXu – San Francisco, CA
Data Xu is looking for a driven, focused and high impact Account Executive to join our growing revenue team focusing on enterprise selling. Day to… DataXu
I have been working at DataXu full-time (More than 3 years)
The people at DataXu are some of the most intelligent and dedicated folks you'll ever meet. The good guys at the 'Xu jump at the opportunity to put more work in, and the office perks are a nice touch (albeit a little bit lacking compared to many of DataXu's Boston based peers). Innovation Days are a great idea - imagine a 48 hour hackathon across most of the company where cross functional teams get together and build exciting projects! I can also say that there's a good degree of flexibility on remote work, but of course that comes with the caveat that you're often expected to be working even when you're not in the office.
DataXu as a whole has been going through a unique transition from a small company to a pre-IPO medium sized company. Part of that transition involved reorganizing the company's go to market team, and while the People Strategy (Xu-speak for Human Resources) team was quick to boast that they were able to "find a spot for everyone in the new structure", people still left weeks later. You wouldn't know it though, because there's an unwritten rule here: unless you're on the leadership team (in which case you'll get a goodbye party and a glowing company wide memo), when you leave DataXu most people don't know you're gone and while individual departments have done a great job with celebrating the accomplishments of departing colleagues, it really sucks to send an e-mail and get an automated response saying "I am no longer with the company." I get that massive numbers of goodbye emails from lower level employees is a tough pill to swallow, but something like a company newsletter/status update with recent hirings AND departures would be incredibly useful! While the company revenue continues to increase quarter over quarter, the attitude among the entire team seems to be more closely aligned to putting out the biggest and hottest fires. This reactive and panicked attitude is not helped by the fact that there is SO much fragmentation in the tools that individual DataXu employees use to work with each other - for example, half the company seems to be using the free version of Skype while the other half (mostly engineering) seems to stick to HipChat - and that's just the chat platform - don't even get me started on the mental flow chart that DataXu employees have to go through when trying to convey and share information (Google Docs, Wiki, JIRA, SalesForce, E-Mail, Dropbox, S3, carrier pigeon?) I'm not on the finance team, but I can't imagine that financially supporting this fragmentation is easy, especially given the fact that those cost savings could be applied to making investments in the technology - it's telling that simple features that have been in high demand from DataXu's own client services team need to be relegated to hackathons and Innovation Day in order to actually get done. The fragmented nature means that getting things done at DataXu is mired by inefficiency, and when you pair that inefficiency for a suitably creepy company mantra around "Customer Obsession" you can imagine that things become a real downer for work-life balance. Sure, unlimited PTO is nice, but when you have to have your PTO logged in a central system (for "accounting" purposes of course) and you don't actively encourage employees (or at least their managers by proxy) to take at least a minimum period of time off, you're going to end up with a lot of people who simply don't take much time off at all (the pessimist in me likes to think that this is deliberate, but I really hope the leadership team doesn't really think this way). And what about the good, hard workers that I mentioned in the "Pros" section? Well, I really think that DataXu isn't doing enough to reward them - how about recognizing top performers and giving them opportunities to inspire others instead of maintaining the status quo? The last thing I want to say is to make a statement to anyone in the People Strategy team reading this - people are getting burned out at DataXu, I'd highly recommend that you start a dialogue with individual employees (engage with them personally as opposed to through a "People Strategy" email distro that I am not sure anyone even reads when a reply is sent to it) and act as their ADVOCATE when it comes to bringing things up to the leadership team. DataXu has the potential to be the greatest company to work for in the Boston area but with the Seaport district heating up and the Boston startup scene only growing, the phone calls and LinkedIn requests from recruiters can only be ignored for so long...
Advice to Management
Focus on the people using the product internally and the benefits will manifest externally.