Pipedrive Reviews

Pipedrive has been growing rapidly and this has resulted in somewhat overcrowded offices. Fortunately, our people in Lisbon already moved to a larger space, people in Tallinn offices will get bigger and better working conditions in a year’s time. Loud chit chats in open spaces are not excusable and we will address this issue.

As to the perception that only Estonians are considered for roles or promotions - we would like to share some facts that should bring clarity to that issue. There are more Estonians working at Pipedrive Estonian offices than people from other nationalities (the ratio is 74 to 26 %), the same applies to our other offices: there are mainly Portuguese working at Pipedrive Lisbon office and Americans in our New York office. Out of the total number of promotions that were received by people working in Tallinn and Tartu offices in Estonia in 2017, 23% were given to Estonians and 36% to people of other nationalities (for the rest of the people working in Estonia, their role remained the same). We will also try to cover this issue at our following company all-hands meetings to avoid it remaining the talk of the “smoking corner”.

About the issue of people working around 4-6 hours - modern technology, mobile devices have freed us from staying in one physical place to complete a task. In our job adds we say that we offer flexible work environment and hours, but that does not mean that people work less than 8 hours a day. Those who need to leave earlier than 6PM due to family arrangements (pick up kids, drop off kids) are expected to continue working from home. Sometimes people leave the office earlier to take the 7PM call with co-workers in a different time zone at home to avoid staying at the office until 8 or 9PM and to have an early dinner. We hire based on character and we are very specific about the fit - we look for people whose motivation comes from a deep emotional connection to their work; we also believe that working hours or the results cannot be and should not be defined by how many hours people spend in the office. If there are team members who are unreachable and thus hinder others to do their job, this should be brought to the manager and be solved accordingly.

Pipedrive will continue to be open and transparent and we will continue to ask for opinions from our employees because considering different suggestions and aspects will improve the quality of our decisions. Anyone expressing their opinion about the direction the company should take is heard. Whether the company actually takes that direction is dependent on many other factors and variables, but people who have given their opinion should be proud because they have contributed to the overall decision-making process.

As to using Macs. This is our preferred operating system and the company has decided to use Apple products for the standardised hardware platform which provides a trustworthy workhorse for everyday duties. Some teams also benefit from using Apple platform, for example, our design team uses Sketch, a strictly Mac-oriented application. For dev teams, it’s easier to use OS X, for it contains Terminal and all Unix based tools that our devs need and love. Macs are also continually shown to suffer fewer attacks than Windows-based PCs, the components are optimised for performance and to require less power and the screens are known for their anti-reflective coatings.

People are our most important asset. We wish the author would consider turning to HR for us to better address the issues at hand, especially exchanging additional benefits to a reviewed salary. We look at feedback from our employees as input that we can use to improve.... MoreLess

Every quarter we ask our employees: “would you recommend working at Pipedrive to a friend?” as one of the ways to measure how we’re doing as a company. The results is our Employee NPS (Net Promoter Score). Our current score is 64 which is a high score by any standard, and our goal is to grow it past the 80 mark over time.

We take Employee NPS feedback and reviews like this seriously and aim to become a better place to work at every year, quarter and day. Our most important asset is not our brand, interior design or product, but people, after all.

We’re sorry that the author of this review feels this way about Pipedrive. We’re growing fast, and in the process sometimes make mistakes. We’re aware of some of the issues referred here and we’re working on fixing them.

We don’t quite agree on the author’s assessment of our leadership, employee perks and lack of talent development programs, however. Employees that have given us the high NPS score or written positive reviews here would probably agree.... MoreLess

We’re proud of our low employee turnover rate, but like any business, we do part ways with team members every now and then. During our six years of operation, twice a contract termination has occurred relatively close to the “cliff date” of first options vesting, and in both cases, timing was coincidental and not the driving factor.

There are two sides to every story. We’d like to strengthen ours by adding that more than 140 employees (out of our 220-strong team as of today) have successfully passed their “cliff date.” With the anniversary of our move to New York in August, several of our U.S. team members already have some options vested, and this number is steadily growing.

People are our most important asset. People who want to make a difference and take an active role in a global growth story. If you are one of those people, please read other comments here as well.... MoreLess