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SoundCloud Employee Reviews about "management"

Updated Sep 22, 2023

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Found 165 of over 189 reviews
44% Recommend to a Friend
SoundCloud CEO  Eliah Seton
25% Approve of CEO

Found 43 of over 189 reviews

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SoundCloud CEO  Eliah Seton
Eliah Seton
4 Ratings

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Technical Account Manager

Being a woman in tech, I only recently started advocating for myself at work about advancement opportunities. Because of this I wanted to ask this question to my male counterparts. When you have 1:1's with your direct reports and talk about career growth / aspirations what is your managers’ response typically? I’d like to gauge how my experience (negative) differs from others. For instance are you met with blockades, enthusiasm, dread, etc?




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Top Review Highlights by Sentiment

Excerpts from user reviews, not authored by Glassdoor

  • "Not only are people working in this company really smart, they are also genuinely good people and great to hang out with.(in 26 reviews)
  • "Amazing company and culture to be a part of.(in 11 reviews)
  • "Best work/life balance that I had(in 7 reviews)
  • "Nice office(in 6 reviews)
  • "Great Benefits, Management, Location., Product(in 6 reviews)

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Reviews about "management"

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    1. 4.0
      Apr 26, 2023
      Data Scientist
      Current Employee, more than 5 years
      CEO Approval
      Business Outlook


      Good employer culture, great opportunities to work with data, good tech stack


      Data driven product development is not a statement that leadership and upper management adhere to

      1. 1.0
        Mar 31, 2014
        Former Employee, more than 1 year
        CEO Approval
        Business Outlook


        The people are young, smart and fun. Socialising is fantastic, especially if you're particularly in-tune with the Berlin music scene. The product is also very high profile and well-loved in some circles.


        The company suffers from transitionary challenges - most specifically, the conflict between the original startup family 'inner circle', and more recent recruits; those who were on-board in the early days have carte blanche, whereas those hired since are treated with suspicion. This doesn't benefit anyone. Upper management may feel the need to dabble in the work of those lower down the 'food-chain', yet doesn't make time to actually get to know the position that workers are actually in. Management may also overestimate their ability to attract talent, and as such does not care as much as it should about nurturing and retaining talent. There may also be a unhealthy attitude to working hours - not length, ironically, but the *later* the better. Arriving in the morning and hoping to be home for dinner is not a good idea. Much better to arrive after lunch and leave before midnight - this will win you favour with upper management...

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