Cover image for SimilarWeb
Logo

SimilarWeb

Engaged Employer

SimilarWeb

Add a Review

SimilarWeb Reviews

3.2

50% would recommend to a friend

(379 total reviews)

Or Offer

48% approve of CEO

Ratings by category

3.2

Compensation and Benefits

3.1

Culture & Values

3.1

Diversity & Inclusion

3.1

Career Opportunities

3.0

Work/Life Balance

2.8

Senior Management

Ratings distribution

5 stars

38%

4 stars

22%

3 stars

15%

2 stars

10%

1 star

15%

Verify your email to use filters. Having problems? Resend email

Found 379 of over 403 reviews

Updated Nov 26, 2023

The latest conversations about Tech

Tech

3 years ago

a 

Sales Engineer

Let's see what we are all making. Include current salary, location, job role (e.g. Software Engineer; Product Manager) and YoE please. Reply using your comapny.

2,958

793 Comments

Tech

2833.8K Members 

Ask candid career questions

-1 - /Community/technology

Got a burning question about SimilarWeb? Just ask!

On Glassdoor, you can share insights and advice anonymously with SimilarWeb employees and get real answers from people on the inside.

What are your colleagues talking about?

Find your exclusive Company Bowl™ on Community. Join the hottest conversation with your colleagues anonymously.
Join the Conversation

Top Review Highlights by Sentiment

Excerpts from user reviews, not authored by Glassdoor

Pros
  • "Great people and good on(in 79 reviews)
  • "Great culture internally and supportive team members!(in 17 reviews)
  • "Colleagues are great people(in 15 reviews)
  • "Was a good office and a promising company(in 11 reviews)
  • "Good salary and perks.(in 11 reviews)
Cons
  • "Micro management which fails to draw on people's strengths or cultivate long term employment.(in 24 reviews)
  • "Changing agendas/strategy regularly; Current leadership DOES NOT care about employee well being(in 15 reviews)
  • "No work life balance (eventough they claim you own your time) the COMPANY continues to put company meetings at crazy times.(in 11 reviews)
  • "My colleagues with bad managers had a hellish experience.(in 7 reviews)
  • "The CEO is egomaniacal, and everything rotten about the culture comes directly from him(in 7 reviews)

Ratings by Demographics

Want more options?

This rating reflects the overall rating of SimilarWeb and is not affected by filters.

    1. 5.0
      Nov 25, 2023
      Marketing
      Current Employee, more than 3 years
      New York, NY
      Recommend
      CEO Approval
      Business Outlook

      Pros

      Good work environment, strong management values.

      Cons

      Employee feedback to be considered.

      1. 5.0
        Nov 20, 2023
        Product Analyst
        Current Employee, more than 5 years
        New York, NY
        Recommend
        CEO Approval
        Business Outlook

        Pros

        They really take care of their employees. When I was there, my manager checked in with me every week to make sure I was adjusting well at first and then after to make sure I was satisfied with my work situation. The pay is better compared to other companies.

        Cons

        Very large company and global.

      2. Join the SimilarWeb team
        See Our Latest Jobs
        1. 5.0
          Nov 19, 2023
          Sales Representative
          Current Employee, more than 3 years
          New York, NY
          Recommend
          CEO Approval
          Business Outlook

          Pros

          Great company culture and an excellent environment to learn valuable skills. Everyone is friendly and willing to lend a hand when needed.

          Cons

          Nothing I can say, nothing.

          1. 5.0
            Nov 25, 2023
            GTM
            Current Employee, more than 5 years
            New York, NY
            Recommend
            CEO Approval
            Business Outlook

            Pros

            Employment friendly, empowering having global presence in multiple countries.

            Cons

            Cooperative management well paid company.

            1. 5.0
              Nov 24, 2023
              Marketing
              Current Employee, more than 5 years
              New York, NY
              Recommend
              CEO Approval
              Business Outlook

              Pros

              Great staff and contracts ok pay.

              Cons

              Supervisors need some work in upper management but regular management is great.

              1. 5.0
                Nov 24, 2023
                Sales Development Representative
                Current Employee, more than 3 years
                New York, NY
                Recommend
                CEO Approval
                Business Outlook

                Pros

                Nice Company with good exposure in working.

                Cons

                No Cons at all. Overall nice company.

                1. 5.0
                  Oct 29, 2023
                  Account Manager
                  Former Employee, more than 3 years
                  Recommend
                  CEO Approval
                  Business Outlook

                  Pros

                  Really great people who make the work environment pleasant, the product is high quality top notch stands out in the market.

                  Cons

                  Promotion decisions don't always seem to be based on merit and there seem to be frequent promotions, which may affect the stability and structure of teams.

                  1
                  1. 2.0
                    Aug 31, 2023
                    Account Manager
                    Former Employee, more than 1 year
                    Burlington, MA
                    Recommend
                    CEO Approval
                    Business Outlook

                    Pros

                    Cool product; smart, friendly team members

                    Cons

                    Rigid in-office requirements (that frequently change); extreme micromanagement; leadership doesn’t value employees; stressful, toxic work environment First of all, the CEO does not seem to be up to the challenge of shepherding the company through a down market. He seems to be panicking, spiraling even, and his response to the economic challenges is to blame his employees and treat them with distrust. It could not be clearer that the CEO does not trust his employees. He has publicly stated his belief that people cannot be trusted to do their work in a remote setting. Now, all new employees have to work in the office 5 days a week for their first 6 months, after which they must be in the office 3 days a week (or 4, if they’re a manager), with no flexibility as to which days they come in. The policy that you only need to come into the office 2 days a week after you’ve been at the company for 18 months was rescinded mid-2023, with all employees being required to come into the office 3 days a week. Not long after this policy was enacted, it was announced with very short notice that GTM had to be in the office the last week of every quarter, which is so counterintuitive. If you’re trying to close deals and really hunker down to end out a quarter well, the last thing you need is a commute every day, and the distraction of working on a crowded floor. In my opinion, these policies are designed to assuage the anxiety of the CEO, not to actually boost productivity. And local leaders are not free to adjust policies to the unique needs of their employees. It’s one rigid policy across countries and cultures. The message being sent to employees is that they are lucky to work at Similarweb and that they have no leverage to ask for policies that will make their lives easier. People structured their lives around the fixed schedule they were given, and were then left scrambling when it changed, and changed again. Living arrangements, custody arrangements - none of these are easy to change once put in place, but everyone is expected to deal with it, with the official explanation being, “If people don’t like it, they’ll leave.” The CEO has stated that it’s an employers’ market, and he doesn’t care if people leave. This attitude towards retaining talent filters down throughout the organization. There is no culture of identifying or nurturing potential. The entire focus is on short-term targets and people are viewed as replaceable widgets. Micromanagement infects all levels of the organization. The CEO has been joining lower level meetings and emailing employees directly about small accounts that churn. This can hardly be an efficient use of his time and focus. In the AM org, the most prevalent forms of micromanagement are: extensive tracking of AM activities, more progress reports/check-ins than necessary, chastising AMs for small mistakes, and scolding AMs for doing something differently than the manager would. These are all classic hallmarks of micromanaging, and are rampant at Similarweb. Instead of being able to focus on the activities that will bring in revenue, AMs spend much of their time logging their activities (often in multiple spreadsheets and platforms) so that their managers can analyze them to improve performance. AMs are also required to plan out their activities in advance and document them so that they can be tracked and analyzed. Despite this extreme level of micromanagement, when results are not what the managers are looking for, the AMs bear 100% of the responsibility. They are told to “be the CEO of their own book of business,” but are not allowed to actually exercise control over how they handle their accounts. Managers hold all the control, but AMs hold all of the blame. All of this micromanaging is to make the managers feel more in control of a situation that they fundamentally cannot control, but the only result is that the AMs are so mired in internal meetings and paperwork that they have even less time to address the challenges that the micromanagers are trying to address, which leads to even more tracking and micromanaging. It’s a vicious cycle of crippling, controlling behavior. If AMs were machines, this approach might work. But they’re not. They’re humans, with brains and feelings and bodies that respond to stress in predictable ways. No one can do their best work when their brains and bodies are flooded with stress hormones, much less for an extended period of time. If you take smart, motivated people, and deny them the chance to take ownership over their work, and instead tear them down, chastise them, and make them feel like a failure, they will become poorer performers, they will be traumatized by the toxicity and abuse, and they will leave. Managing people through blame, fear, and threats is not the best way to motivate them or raise their performance. In one meeting, a manager told their team that if they didn’t improve their performance, they would be placed on PIPs and fired, because why should the company pay them to sit and warm seats? This, despite the fact that performance was down across the company and that barely anyone was meeting quota, despite everyone working really long hours and giving it their all. Even though it’s a tough market for tech SaaS companies in general, it was communicated that this was no excuse. It is the AM’s job to figure out a way to hit quota and if they point out any contextual or mitigating factors affecting their book of business, they are failing to have an “ownership mentality." This, despite the fact that internal data proved that different books of business had differing levels of upsell potential, with quite a wide range between them. Yet, quotas were essentially the same across all books of business and the blame for any gap in reaching quota was laid at the feet of the AM. The gaslighting on this topic was continuous. This blind, non-contextual way of viewing performance showed up in many ways. If a client reached out and dropped a deal in an AM’s lap, the AM received lavish praise for their “performance,” whereas an AM who worked really hard on a deal that then fell through was censured for the result. Only the final result mattered, context was irrelevant, and quantity was valued over quality. If an AM wasn’t hitting their numbers, they MUST be doing something wrong and it was the managers’ mission to find out what that was, with no other factors taken into consideration. In addition, what AMs at Similarweb are required to do as part of their role is extensive: onboardings, trainings, monthlies, QBRs, client engagement, support tickets, data discrepancies, renewal contract negotiations, upsells. There are some recent changes aimed at taking onboarding and support off the AMs plates, but I don’t know how that will translate in reality. There used to be a client success team that supported the AMs, but that team was eliminated in the most recent round of layoffs and restructuring. When you put the ever-increasing amount of tracking spreadsheets AMs have to fill out on a weekly basis, plus an average of 6-8 hours of internal meetings per week, it is both stressful and overwhelming, especially when the AMs are being consistently censured for being low performers and being threatened with performance improvement plans and termination. As for the product, although it’s well designed and has a lot of great features, most clients see it as a “nice-to-have,” not a “need-to-have.” Digital intelligence is only one piece of the puzzle that companies have to put together, and there are some industries that have sources of competitive information that are more meaningful than online traffic. It’s a great product, but when companies have to shorten their tech stack, Similarweb often doesn’t make the cut. Overall, this was the worst corporate experience I’ve ever had. The way I was managed was so frustrating and stressful that it hampered my ability to truly focus on the challenges I faced in my role, which were significant, especially as the economic downtown started hammering my book of business. Instead of receiving support, encouragement, and the freedom to creatively address the challenges I faced, I was scolded, shamed, and threatened, along with the rest of my team. None of this treatment was specific to me, and morale on the entire team has been in the gutter for quite some time. Dedicated workers are being pushed out because they’re failing to meet short-term goals, which then requires that the company expend resources recruiting, hiring, and training new people. But this cycle has been going on for a while. People don’t stay on this team much more than 1.5 years because of how they’re treated, and because it feels like they’re placed in a no-win situation. This way of doing business wastes company resources, places unnecessary stress on workers, and disrupts the relationship the company has with its clients.

                    65
                    1. 5.0
                      Oct 4, 2023
                      Customer Success
                      Current Employee
                      Recommend
                      CEO Approval
                      Business Outlook

                      Pros

                      1. Flexibility with 3 days in the office, making a good work-life balance. 2. They offer a great product that provides a lot of data and insights to the customers, making our job not only easier but also more impactful. 3. The GTM culture is commendable. If you're eager to learn, this is the place.

                      Cons

                      There are some roles R&R alignment issues between the AM organization and the Customer Success organization. This sometimes causes friction and can be an area of improvement.

                      1. 5.0
                        Sep 29, 2023
                        R&D Manger
                        Former Employee, more than 3 years
                        Israel, TX
                        Recommend
                        CEO Approval
                        Business Outlook

                        Pros

                        • The best engineering team I ever work with, very good and smart people • Very strong CTO and r&d leadership • Very nice office and restaurant

                        Cons

                        • A lot of tasks and pressure from product to deliver • There is not enough developers to deliver all the roadmap the product and solution wants

                      Viewing 1 - 10 of 379 Reviews
                      </>Embed

                      SimilarWeb Reviews FAQs

                      SimilarWeb has an overall rating of 3.2 out of 5, based on over 403 reviews left anonymously by employees. 50% of employees would recommend working at SimilarWeb to a friend and 41% have a positive outlook for the business. This rating has decreased by -8% over the last 12 months.

                      According to anonymously submitted Glassdoor reviews, SimilarWeb employees rate their compensation and benefits as 3.2 out of 5. Find out more about salaries and benefits at SimilarWeb. This rating has decreased by -6% over the last 12 months.

                      50% of SimilarWeb employees would recommend working there to a friend based on Glassdoor reviews. Employees also rated SimilarWeb 3.0 out of 5 for work life balance, 3.1 for culture and values and 3.1 for career opportunities.

                      According to reviews on Glassdoor, employees commonly mention the pros of working at SimilarWeb to be management, culture, career development and the cons to be senior leadership .

                      Popular Careers with SimilarWeb Job Seekers

                      JobsSalariesInterviews

                      Popular Conversations

                      Interview Tips

                      Feel free to post any interview questions you might be asked and I’ll help you compose an effective response :)

                      ComEd

                      Got booted from my former position about 4 years ago, which I LOVED. I have the impression I was "kept" in sympathy. Now that I have my feet beneath me, I feel like I'm running in place. Over the past 2 years, I've probably applied for about 100 positions in other departments. True, a few were unlikely moonshots, but for the most part I didn't misrepresent myself. Am I the world's worst interviewer? Otherwise.. shouldn't I have been accepted elsewhere, by choice?

                      2
                      3 Comments

                      Administrative Assistant

                      I haven't worked since Jan. 2020 when my job as administrative assistant for the Hospitalist group was eliminated. I can't begin to count the number of applications submitted, interviews I've had, jobs that I was told were mine then they weren't, etc. Several jobs have fallen through or not panned out. I am not a job hopper and want to stay where I go. I have a zoom interview tomorrow for a front desk receptionist position at an oral surgeon's office. Any interview tips are appreciated.

                      4
                      2 Comments

                      Meta

                      Hey all, I’m looking for advice on program manager hypothetical interviews such as: “what would you do if X happened?” Is there a particular thing or core value that Bloomberg looks for? Thanks!

                      1
                      0 Comments

                      Glassdoor has 403 SimilarWeb reviews submitted anonymously by SimilarWeb employees. Read employee reviews and ratings on Glassdoor to decide if SimilarWeb is right for you.