quantilope

3.0

May 20, 2022

Recommend

CEO approval

Business Outlook

Pros

Seamless onboarding - You get a solid month to focus on learning methodologies and the technology without the stress and impact of client work. The onboarding process is one of the best I've ever seen, especially compared to more established companies. Exposure to a variety of research methods and client - This is absolutely a great place to get super comfortable and equipped with a variety of research methodologies and client management opportunities earlier in your career than a standard research agency. Work / life balance can happen with the support of a great manager / team lead - your manager’s ability to lead, delegate, and manage client expectations and relationships will largely define your experience with work / life balance. Some managers are willing to do the work alongside you and others not so much. In the interview process, I encourage you to gain insight into who your manager is and what their style is around those scenarios so that you can prevent yourself the stress of 12+ hour days for multiple weeks. Management has low expectations of junior staff (RCs and JRCs) on the CS Team - Your bonus structure is mainly defined by how happy you keep your clients. There's no major incentive on the CS team beyond keeping clients happy, unlike other CS teams in tech where you're incentivized to upsell and cross-sell, so that certainly provides an easy M.O. for job security. If you are a high performer, you can expect a raise between 5-7%, with 7% being defined as “the upper echelon” of raises so there's really no incentive to go above and beyond that. This makes it an easy job to coast in if that's your goal and desire at this point in your career. Supportive of those with families - If you have a child or family, the environment is very flexible in its ability to support and nurture that. There is a great maternity/paternity leave plan. Ability to work remotely - The ability to work remote is a competitive advantage, especially for those who come from a traditional corporate job, it really does add value. This can also be done abroad. Ability to transfer to other offices - we have offices in NYC, London, Germany, Lithuania, and now Denver. The ability to transfer offices or visit offices to work out of remotely is very easy and straightforward.

Cons

Company growth has declined / slowed down - Things were perfect up until the end of 2021, but since then, things have been uncertain as quantilope tries to make sense of its identity as an insights tech business and reconcile that. In recent days, this is the most turnover I've seen and morale is lower than it was in early 2021. Altogether, it's unfortunate that there's just not the same level of transparency around these things as there was when I joined. To be fair, the competitive landscape is changing rapidly and it can be a challenge to understand where we truly stand in such a new space. But recently, the company has been selling licenses that are not a good fit for the business to maintain the revenue and this has created issues for those on the CS team who experience the most from that backlash and the bad sells. Company’s budget constraints may be a barrier for your personal career growth and trajectory - budget constraints and a need for new roles may define your ability to move up, which is fair and understandable. But I do believe that this message is not clearly communicated when interviewing with the company and having regular L&D talks about your career prospects. Culture has changed, probably and mostly due to changing leaders and their styles - When I first joined the culture was one that resembled what I'd 100% call a 'Purpose' or 'Enjoyment' Culture, where it felt extremely compassionate, open-minded and united around making the company better with people you actually like. Now it's starting to feel like a standard American corporate culture. One event that really triggered this shift was when the company announced they were firing an entire department and then also promoting all of the senior leaders - all in the same breath. It was a bit distasteful and odd and there seemed to be a disconnect in the way junior staff perceived it compared to more senior staff. Other people outside of the CS team refer to the CS team as the most “disrespected” department in the company - apart from the employees on the CS team, multiple members of other teams also recognize the CS team as undervalued and not fairly recognized for their impact. Many people on the CS team look outside of the CS team or, recently, outside of the company to grow their careers and establish a more favorable brand. Leaders may not be open to transparency or feedback - Senior leaders may not receive or act upon your transparency or feedback and on occasion may believe you are trying to be "combative" when sharing your genuine concerns (especially ones out of your control) that you believe deserve their attention. There's a silent culture on the team where people are extremely frustrated, but many are afraid to speak up because of the ways in which they've made examples out of those who do speak up. Cross-functional partnerships aren't optimal or efficient yet - CS Team is expected to partner with other teams that are still learning how to operate efficiently or even effectively, which adds load and burden to the work (i.e. Sales selling bad deals, Client Development not maintaining client relationships until it's renewal time, etc.). And because of the challenge with speaking up, these things can be a challenge to resolve or bring attention to. Internal Panel Manager can be nonexistent when actual help is needed - He will literally ignore your messages for several days, even with persistent follow up - all without explanation, and while there are dire issues regarding projects and fielding. This is an absolutely a barrier to being efficient in your job on the CS team.

quantilope Response

Thank you for taking the time to write this thoughtful review– we truly appreciate the time spent to provide feedback. We’re glad to hear that you enjoyed our onboarding process– we’ve put a lot of effort into creating a well-rounded process and continue to prioritize this over time with our new Learning and Development team and resources like an LMS this year. We hope this continues to support your ability to grow and develop as a researcher within the organization. Communicating early and often with your manager is important as well– these relationships are crucial to your success and happiness on the job. If you are displeased with the support you receive, that you can openly discuss it with your manager, and if not, a superior or member of the P&C team. We understand that there are times when longer hours may be useful to complete projects and do our best to offer as much support as possible to avoid long days. When additional hours are needed, we encourage additional time off in return. This is something we can continue to train and encourage our managers to uphold as leaders in the organization. As we develop our growing startup, we will continue to look at our compensation packages. Currently, our raises are aligned or on the high end of average raises in New York City. We also recently revamped our raise and promotion policy after noticing how quickly some of our team members have grown in their respective roles. We are also excited to have just opened up 2 new mid-management roles on the CS team to create additional opportunities for our team members to grow their skills and compensation. We look forward to seeing how this supports the greater team and expect to be agile as any additional changes or opportunities can be developed. We’re excited that you appreciate our flexible working policies including 16 weeks parental leave, 6 weeks of remote work, and unlimited PTO. This has afforded many team members to work from countries all around the world, including locations where we have other quantilope offices– we always love when international colleagues are able to meet! We’re sorry to hear that you feel company growth has declined. As we continue to develop company goals and strategies as a startup, some changes needed to be made for what we believe to be in the best interest of the company as a whole. This is why we restructured our business to veer more global and unfortunately that did result in some team members choosing to leave as well as the need to let some team members go. This was a very difficult and thoughtful decision that was meant to best support the overall health of the company. We understand that you weren’t able to grow at quantilope the way you hoped and acknowledge the significance the interview process has on your experience at a company. We take this process seriously and work diligently to ensure information provided during interviews is aligned with the experience of our team members. We always want to maintain a positive culture at quantilope, where employees feel they are supported while working towards a common purpose. In order to stay in tune with our culture, we ran our first Engagement survey this past January (which will run bi-annually) and are now working on actionable steps to respond to the feedback. One example, was to provide regular insight into company finances and goals which we’ve incorporated into our Company Coffees. We hope these surveys paired with regular open feedback allows us to stay connected with the culture our team is excited about! We are sorry to hear that the CS team has been disrespected in any way. This is not how we want our teams to be seen and absolutely value all of the work the CS team does every day. Additionally, we have been working with the Client Development team to bridge a more fruitful relationship and are keeping an eye on other cross-functinoal partnerships as well. Thank you again for your feedback and attention here.

Great Environment for Foundational Research Experience or Those Wanting to Coast / Chill in their Research Career - Research Consultant quantilope Employee Review

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