Good work-life balance but limited growth opportunities - Account Manager Expedia Group Employee Review

Good pay, supportive manager, and genuinely pleasant colleagues.

Frequent reorgs and shifting strategic direction made it difficult to build momentum or plan long‑term. Over time, contractor roles became increasingly narrow and production‑focused, which limited opportunities for meaningful skill development. Responsibilities that originally included project management were reduced to primarily email production work. There’s also a broader corporate pattern where work is expected to be completed exactly as written, with little room for judgment or improvement. Even small, quick optimizations can lead to pushback rather than appreciation, creating an environment where going “above and beyond” requires multiple layers of approval — which defeats the purpose of being proactive in the first place. Finally, there’s an in‑office expectation (less strict than for full‑time employees, but still present) for work that can be done entirely remotely. This tends to benefit highly social personalities, but for those who prefer focused, independent work, it feels unnecessary. Social dynamics also play a noticeable role; if you’re not immediately well‑liked or you make a single early mistake, it can create a self‑fulfilling perception that’s difficult to overcome.

Constant state of transformation is ripe environment for new hires and functional experts from big name tech companies

Pre-covid the culture was really special. Collaborative, engaging, people-centric, with a unifying mission to enable travel for the world. Since covid there has been a revolving door of executive leadership, and with each round, they throw out the current strategy to try something "new" without building from the current or past successes. Constant change, but no clear vision or strategy of what they are trying to change to. Lack of strategy and low risk tolerance leads to too many priorities with not enough investment to move the needle in anything. Quarterly layoffs, but executed quietly team by team so as not to make news. No psychological safety. Talent strategy since covid is to hire externally over internal promotions to gain "functional expertise" therefore difficult to grow your career. Siloed divisions not working towards common goal. Lacks operating model maturity needed for a company of this size likely do to revolving door of execs and priorities. A cash cow company with an identity crisis trying to be an AI innovator. Build vs buy mentality slows them down. Too many exec pet projects that aren't vetted with proper business cases.