Bippit reviews

Hello, Thank you for taking the time to share your feedback about your experience here at Bippit. We genuinely appreciate your input, as it helps us improve and create a better work environment for all our team members. Thank you for your positive feedback regarding our team, the culture, the benefits and our HR team - all things we’re extremely proud of and we’re really glad you’ve taken the time to share your thoughts. We appreciate that there were some challenges with tooling and systems after your arrival. We provide everyone at Bippit with a great deal of trust, and so this is something you were given autonomy to explore solutions for. Eventually we introduced internet calling set up, unfortunately there was no evidence to suggest that it was being utilised on an ongoing basis. However, we acknowledge that these issues had a negative impact on your experience, and are working hard on an improved onboarding experience. We’re truly sorry to hear that you believe the interview process was dishonest. This is something we take very seriously, however upon review this characterisation fails to take into account the change in market conditions ahead of your arrival. The reality was that some channels became immediately more challenging, which is why it was important for us to experiment with different approaches in a collaborative manner. It’s regrettable that you feel like you were treated as an SDR, leading our initial experiments for an outbound motion was just one part of your sales role. This is perhaps a failure during the interview process to convey the agile early-stage nature of our business. Where team members often need to get stuck into different tasks, and that is something we’re reflecting on to improve where we can. With regard to the allocation of leads, we understand how frustrating it can be when there are discrepancies or confusion. As part of your role as a Mid-Market Account Executive, you were allocated every inbound lead of a certain size during your entire time with the business, but we pride ourselves on having a collaborative sales team, whose primary goal is that the business succeeds. Therefore when prospects request a demo, we need to respond swiftly. When this doesn’t happen, we rely on senior team members to step in, to ensure that we capture all opportunities available to us. We’re pleased to hear that you found our LGBTQIA+ friendly policies to be positive. However, it’s disappointing that you felt that we did not live up to these standards on certain occasions. Strength through diversity is a core value of our business, as are inclusivity and respect. Therefore, we take any negative experiences very seriously, so that we can learn from them, and enhance the experience for all our employees. As part of our onboarding, we always take into account preferred pronouns, and our systems ensure that these preferences are socialised with the team organically. However, as individuals we’re not perfect, and mistakes can happen. We are therefore taking steps to ensure that such situations are prevented in the future. This includes ongoing training, and specific gender identity workshop, and was well attended by the team, with excellent feedback received. We are committed to making the necessary changes to ensure a more positive and aligned experience for both our current and future team members. Please rest assured that we are actively addressing issues that you have raised to create a more supportive and inclusive work environment. Your insights are invaluable as we continue to evolve and improve our company culture and operations. Thank you once again for sharing your thoughts, and we wish you all the best in your future endeavours. Bippit People Team

Hello, Thank you for sharing your perspective, and we’re sorry that your experience at Bippit left you feeling this way - people matter here, and it’s painful whenever someone leaves unhappy. By way of context, during 2023–2024 we had to restructure the company in response to challenging market conditions and a strategic distribution partnership that ultimately didn’t scale as expected. We phased changes over time to preserve as many roles as possible, but in a few areas we could no longer justify duplicate roles in certain departments. These were business decisions, and in no way a judgment on the value of individuals. In terms of process and compliance, we stand by the fairness and lawfulness of our approach. All redundancy decisions were made against objective role-based criteria, with conflict-of-interest guardrails, oversight from legal experts, and in line with ACAS guidance. Colleagues were offered consultation, the chance to ask questions, and the right of appeal. We do not recognise the claim that we “lied” about the circumstances of departures, as the commercial reasons for the restructuring were shared many times in company updates, while simultaneously respecting the privacy and confidentiality owed to each person. Furthermore, we aimed to go beyond our legal obligations and act with care to support those employees who were affected. Depending on individual circumstances, we: - provided pastoral and one-to-one support, references, and introductions to help people find new roles - offered gardening leave so people could job-hunt without ongoing responsibilities during notice periods - extended notice periods or agreed alternative payment terms where helpful financially - provided occupational health support where appropriate; and - ensured all due compensation was paid promptly. With regard to respect and accountability, we have a clear standard which is that no one at Bippit should disparage a colleague, whether past or present. That said, on certain occasions it was necessary to inform team members about responsibilities or projects that were not adequately fulfilled by former team members, and discuss any gaps in processes that needed to be addressed. We have also reflected as a group at times about past challenges and attempted to understand them better so that we can improve. If anyone has ever felt that this healthy discourse has constituted “trash talking”, then this is taken very seriously. That is something which is not acceptable and will be addressed. Ultimately, leadership are accountable for decisions and their human impact, and are personally responsible for ensuring our processes are compassionate as well as compliant. In response to this feedback, we’ve since made changes to improve how we handle difficult news: our CEO now leads or co-leads these conversations, managers receive additional guidance, we provide clear written summaries, offer professional coaching, and have reflected on our internal communications so context and challenges are shared while personal sensibilities are protected. Bippit’s mission and our team remain at the heart of what we do, and while we can’t undo the impact of a difficult period of change, we can learn from it. If you would like to discuss your experience in more detail or believe we can make something right, please contact us directly.