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RainKing Employee Reviews about "people"
Updated Jun 10, 2021
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Found 84 of over 96 reviews
55% Recommend to a Friend
75% Approve of CEO
Found 18 of over 96 reviews
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John Stanfill
26 Ratings
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Pros
Cons
- "Account management: Clients constantly bothering you with trivial monotonous questions and tasks." (in 5 reviews)
- "Comp plan is demotivating and it is hard to make good money here unless you exceed your quota every month, which is impossible." (in 4 reviews)
Reviews about "people"
Return to all Reviews- 2.0Mar 27, 2017Anonymous EmployeeFormer Employee, more than 1 yearBethesda, MD
Pros
Free snacks and lunches. Nice people.
Cons
Poor work-life balance. Expected to work 10-12 hour days and be by your phone on weekends. Not many paid holidays.
3 - 4.0Oct 18, 2012Anonymous EmployeeCurrent Employee
Pros
As other reviews stated before, flex hours is a big plus. Casual dress, and decent benefits for a smaller company are also good points. The company recently allowed the market research department to get telecommuting access for higher performing researchers. Bonus structures are now merit based as opposed to corporate based. Also there are a number of events after hours for employees to socialize. Many of these changes occurred over the last three-four months after a new head of research arrived. He has been receptive to many employee suggestions since arriving. In addition there were new heads for the sales and the marketing departments over the past year and they too have been receptive to employee suggestions. Overall, morale has improved. Before there was an employee culture where many people were worried about which analysts were next to be fired, but that fear has been subsided now that goals have become clearer, many employee suggestions have taken effect, and morale has considerably improved for the department as a whole. Therefore, there has been less turnover and this improved the whole department as well because people are staying longer. People want to stay at a place where they are happy.
Cons
Bonus structure and goals are stretch goals, in particular for research analysts where this has changed recently. Not bad in and of itself, but this does cause a stress point for some analysts. This system may just be setting off a wave of mass-firings in future months should some analysts not reach their targets over the next several months but for now, everyone appears safe. Also, like the post below, there are some perceptions that employee promotions have not been based solely by merit and that all peer level managers including those not familiar with others work have a say on who gets promoted, and this contributes to office politics which generally is at a minimum here otherwise aside from lateral moves to other departments. In short, if a person isn't promoted or given an upward trajectory move to another department, then this job could end up being a dead end position. If this becomes the case for a particular person after a certain number of years, he or she should start looking for a new job because either that employee will never be promoted even if the analyst is a good performer because management doesn't care whether that employee stays or leaves, or perhaps that employee is just doing enough to avoid probation.
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