I worked at Kaltura full-time (Less than a year)
It's growing quickly and the salaries are good. There are a lot of industry professionals within the company that have a lot of connections.
Many employees are jaded and there is a general atmosphere of frustration. Kaltura moves surprisingly slowly for a startup, with a lot of focus on money at the cost of a strong company culture. There are often long hours, few rewards and few opportunities for advancement. Also, not many women in management positions, and they're not widely respected. Many employees, especially in the US, are very concerned about their egos and focus more on their personal relationships rather than moving the company forward.
Advice to Management
Nearly every employee is frustrated on a daily basis, and you will continue to lose good employees by not taking real, committed steps to improving this.
I have been working at Kaltura full-time (More than a year)
You can learn a lot if given the right projects
Stressful due to mis management
Worst place for a PM to work.
You will be overworked and underpaid
No yearly salary increments
Advice to Management
Improve the company culture if you really want to improve employee retention.
I worked at Kaltura full-time (More than a year)
On paper Kaltura looks like the right technology in the right place at the right time. On top of that it has a young, hopeful culture. There were many talented, passionate people there when I started.
they are let down by their slow evolution, poor processes and lack of experienced professional management.
2 dramatic changes of management structure and product focus within 6 months is not the sign of a stable company with clear strategic and operational vision.
This is a highly technical solution which requires a long sales cycle with close support, every implementation is an open source build - at a time when clients want plug and play cloud solutions with slick mobile apps.
Demand generation: the four person team managed to generate just 1 lead a month in my region and zero PR.
Pre sales support: inexperienced management removed 2 thirds of the pre sales team just after a round of sales hires - leaving us high and dry with no support.
Customer support: for nearly a year just one dedicated support person for the customer base. Engineers had to be begged, borrowed and stolen to provide emergency support but always long after the client had lost patience and confidence.
Sales Process: all quotes have to be approved before being sent to clients. There is 1 approver, based in Israel, who is almost never at her desk. The average approval process takes a week and then only if you chase every day and escalate through two levels of management. This makes it impossible to act dynamically and to be responsive to client needs and competitor maneuvers.
Just to complicate it further any PS work has to be approved by another single approver - even though member of their team and the pre sales team were involved in the scoping.
Bottomline - good luck getting your costed proposal in front of the client before your competitors.
Implementation: even though the financials and the PS work was approved at the sales stage all signed orders go back through the same over stretched, un responsive approvers. Again this will take at least a week and then only if you chase it like crazy and involved at least 2 levels of the management team, by which time the client is pulling their hair out and calling you daily.
Customer Success: a great team maligned by the wider business. Thanks to the lack of support and delayed implementations the CSMs spend almost all their time fire-fighting and plugging the holes created by unresponsive support rather than developing trusted partner relationships with clients.
General management: despite being scheduled for 90 days after starting and despite regular chasing it took them over a year to produce the stock option plan - which was not worth the paper it was printed on. After 18 months they still had not rolled out the pension scheme - again promised for 90 days after starting.
Communication and Collaboration: for the entire time of my employment this “communications” company had 2 different conferencing systems that never worked despite having an IT contractor on site. The system could have been replaced for £1k but no….every week time wasted cobbling together free third party software packages and plug in speakers for company calls, often with drop outs, poor quality and instructions for participants to cut their video feed because of lack of bandwidth. Implemented Yammer - failed. Implemented Slack - failed. Implemented Facebook at Work - failed. Lack of understanding, clear vision and management support.
Fridays: being an Israeli company key people don’t work on Fridays. Great for Israel, no good for Europe. Given that all the critical approvers are in Israel this just doesn't work and won't until these roles are replicated in Europe, or the process is changed.
Language: get used to being surrounded by key people all speaking a foreign language, effectively excluding you. No matter how hard you try to engage - if you are not Israeli, you are always going to be on the outside.
Advice to Management
Accept that you will not be able to sell Kaltura for the price you want and that you can't IPO any time soon. Then focus on building teams and leadership that really deliver value; remove the process bottlenecks and replicate single points of failure in the EMEA region so that it is self sufficient.
Start appointing people to roles on the basis of their experience, track record and competence rather than who they are related to or because they "would like to have a go."After 11 years and $100M you are no longer a startup, you need the right people, with the right skills and experience in the right roles - so that the right things get done at the right time and in the right way. Best practice is called "best" for a reason.
Decent salary; good location. Absolutely not a sweat-shop.
Need to address the lack of sufficient staff and lack of satisfaction among customers.
successfull company, good technology...well that's it
very poor social relationships, very bad recuirutment process
Advice to Management
just change everyone there
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