Great Tech and Culture, Poor Career Progression - Software Engineer Checkout.com Employee Review

Hi, Thank you very much for your review. We take every review seriously and pride ourselves on using these opportunities to improve the what, why, and how we do things. Before we respond to the improvement areas, I would like to thank you for all the positive feedback. We are glad to see that you believe in our technology and the people building it! Also on the notion of knowledge sharing and autonomy, we strongly believe and encourage this behavior all across the organization and again, are glad you have had such a positive experience with this element of Checkout.com. Now, I will try my best to answer your other points by telling you everything we are working on in these areas. Career progression: we have been working on competency profiles for the entire company, set to launch later this year. This will improve everyone’s understanding of the expectations associated with each role and will be launched for every team. We also have a highly successful internal mobility program which allows our employees to change teams, departments, and even careers! We encourage career progression and, in May this year, we promoted over 43 Checkout.com employees! Furthermore, we will be making sure our competency profiles incorporate our Values and Behaviours so promotion isn’t only tied to on-the-job skills but also and primarily, (when the new role entails managing people) to emotional intelligence and empathy. Leadership competencies: this project has also been kicked off and we will soon launch our 6 key leadership behaviors. This will not only help the leaders of today develop, but also show aspiring leaders what it takes to get there at Checkout.com. Therefore, we will be launching a new, tailored leadership program that will help even our most experienced managers. It is also worth noting that we have an abundance of highly rated leadership courses readily available at the click of a button for every current and aspiring leader at Checkout.com, using our Udemy for Business subscription. Objectives and Key Results (OKRs): are at the top of our agenda. Soon we are going to be revamping and launching all of our company and department OKRs using our new HRIS! We believe this will positively impact individual goal setting making it much more meaningful and effective. In short, we want you to have GOALS that drive your development and help you achieve more. Manager Reviews: We recently introduced upward-manager reviews, to make our feedback system feel more holistic. The mid-year review cycle is just around the corner and we look forward to using this new feature for the first time together! Today we have self-reviews, team member reviews & peer reviews. Once we add in the upward-manager reviews, we will have everything covered! Lastly, I am sorry you feel like your issues have been ignored. This is not the culture we encourage. Should you feel comfortable talking to me or anyone in the People team about this, we are more than happy to schedule some time, listen to your feedback, and together, find ways to improve. To close, we are certainly in a transition phase and are working tirelessly to truly make Checkout.com the best place to work. This said it takes time, effort, and most importantly, honest feedback like this to do it. So again, thank you, and we hope you can see that we are genuinely working on everything you mentioned and will not stop until we get it right. Your People Team