Found 170 of over 179 reviews
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Top Review Highlights by Sentiment
Excerpts from user reviews, not authored by Glassdoor
- "There is no work life balance." (in 7 reviews)
- "Have asked a handful of questions to my direct manager and have received roundabout answers from others in the company." (in 6 reviews)
- "They say you receive bonuses based on performance but there is no reward for being loyal." (in 3 reviews)
- "Hours are long in order to meet customer expectations." (in 3 reviews)
- "Run as fast as you can away from here, you’re just a number and your job security is threatened CONSTANTLY." (in 3 reviews)
Ratings by Demographics
This rating reflects the overall rating of Tegus and is not affected by filters.
- 5.0Oct 19, 2023Anonymous EmployeeCurrent Employee
- some of the kindest and most hard working people — fun team -reasonable hybrid policy (3 days per week with option to WFH from thanksgiving to new year) -lots of learning opportunities and healthy business
growing pains of a company this size and of integrating acquisitions into one company
- 2.0Aug 25, 2023Senior AnalystFormer Employee, more than 1 year
Fun culture, young crowd of employees
First, Tegus has an 8:30am-6pm work day. I understand that Tegus has clients on the East and West Coast but there are thousands of B2B companies which clients all around the world, most of whom realize that time zones exist and their business contact are not always going to be available to them. This seems to be an unnecessary move to please the client at the expense of their employees, who are already underpaid for the industry, and now mandated to work a nearly 50 hour work week. The leadership seems to be out of touch as well. Because the employees at Tegus are younger, I think the leadership, who are mostly all wealthy, well-educated individuals, believe that they are justified in paying an uncompetitive salary across roles. The employees from Tegus come from different financial backgrounds and most depend on this job to support themselves and perhaps their families as well. Tegus seems to change compensation standards on a whim, not fully realizing that this truly impacts their employees livelihoods. Also, Tegus seems to place an overemphasis on culture to the point where they come off as a bit unserious. There have been instances where Operations Managers reached out because myself or a colleague didn’t seem happy or excited enough when communicating in our Slack channel. This comes off as micromanaging to the extreme. I think the business is too focused on metrics, but trying to control how employees communicate and their tone seems a bit dystopian. Lastly, Tegus has an extremely long interview process for a low paying entry-level position. If you can get hired at Tegus, you can probably find a better place to work.19Tegus Response4mo
Thank you for your feedback. Please know that Tegus is committed to compensating our employees fairly, and properly rewarding outstanding performance. We provide a compensation structure that accounts for the new realities of the modern workplace, in part by offering more flexibility to our team members who work in a hybrid capacity. We also compensate our team members with base salaries and bonuses that cover all hours worked and incentivize their growth and development. Additionally, to further our partnership with our team members who help us build our business, we provide them with equity in our growing company. Our approach to culture and compensation reflects our commitment to treating our team members as critical contributors who have considerable influence on and discretion over our success as a business. Analysts in particular are expected, indeed counted on, to go above and beyond what is expected of seemingly similar roles at more traditional expert networks. We believe this framework is the most beneficial one for our employees, our customers, and our business as a whole. We work hard and have a high bar for performance here. Full stop. And by doing so we set our employees up for long-term success in their careers. However, we are always open to feedback and appreciate your help as we continue to evaluate our operations. Please be sure to reach out to me if you would like to discuss your concerns further. -Adrianna Silver, Sr. Director, US Customer Operations
- 2.0Oct 22, 2023Senior AnalystCurrent Employee, more than 1 yearChicago, IL
The company has a bright future. Strong leadership and teamwork values. Positive work environment and nice office space. Fast-paced. DEI is a strong focus and the company is working hard to educate everyone and increase diversity and representation of other groups.
Pay is low and the compensation structure is ineffective. The role can be overwhelming as one tries to meet all metrics while servicing clients and trying to earn a commission, which is highly inconsistent. Despite working hard to meet all goals and metrics, the analyst's success and commission are still reliant on other factors (clients, book of business, account manager, etc.). Taking on multiple projects can be overwhelming, and in order to succeed in all metrics, the analyst needs to work long hours (not just 8:30am to 6:00pm). Overall, the success of the analysts is out of their control, and managers only focus on positive results and repeat the same saying "Let's focus on what we can control". Turnover is high in this role and micromanagement is constant. Constant departmental changes and restructuring since it's a startup and no career progression since it's an entry level job.9Tegus Response2mo
Thanks for your candid feedback. Tegus is committed to creating compensation structures that recognize and reward top performers while also moving the business forward. When we create goals and metrics we center ourselves around the customer experience while shedding light on areas each individual can focus on. It’s important that we take feedback from our teams and customers and pivot when necessary, which can lead to department changes. We appreciate your feedback, as it allows us to improve. Please reach out if you have any suggestions or would like to discuss further. -Adrianna Silver, Sr. Director, US Customer Operations.
- 1.0Dec 2, 2023Business Development Representative (BDR)Former Employee, more than 1 yearChicago, IL
The people I worked with, if they haven’t left/been laid off already.
Metrics are designed to reward shortcuts not doing the work, clear communication disconnect from senior and mid management, changes are sudden so be ready to be let go at the drop of a hat.6
- 1.0Nov 1, 2023Anonymous EmployeeFormer Employee, more than 3 years
- I learned a lot about myself and how to manage unknowns. I feel like I can handle anything after working at Tegus
- The compensation is some of the worst I have seen. And it is not just one department - it is company wide. Cheap co-founders who get away with hiring people in other countries to do the same work for less money. Icky feeling ethics - Tegus is a psychologically cruel place to work. Gaslight, gaslight, gaslight. Run, don't walk away if you get an offer with a 'company bonus pool' piece. Mike and Tom's way of keeping bonus structure as subjective as possible to then underdeliver on what actually ends up in your bank account. So disappointing - Micromanagers. You will track every time you blink basically18
- 3.0Sep 28, 2023SalesCurrent EmployeeChicago, IL
- good product - good coworkers - stable financially
- senior management is too disconnected from sales to manage it as closely as they do and it’s hurting everyone. Middle managers don’t challenge them out of fear and acceptance of the situation. - Marketing is severely dysfunctional. They don’t understand the market and they’re not doing anything impactful yet somehow take credit for a lot. They’re also extremely resistant to any feedback or attempts to collaborate. They just want to tell you why they’re right and you’re wrong. Always. So many of us are surprised that marketing leadership hasn’t been replaced. - product is not as unique as it used to be and not advancing fast enough. Too many distractions with acquired companies has set us back.5Tegus Response3mo
Thanks for your message. I appreciate your candor. I'm committed to building a strong partnership across all GTM leadership. I'll take this comment to indicate I need to step it up and address the concerns from the field and build better alignment and mutual trust with our partners in marketing, in particular. If you are comfortable speaking with me in confidence, please reach out to me directly. If not, I respect your desire to remain private but I will take this feedback to heart. - Ryan, VP Sales
- 2.0Oct 30, 2023ControllerFormer Employee, more than 3 yearsChicago, IL
Individual contributors are all very pleasant to work with. A lot of very solid, motivated individuals working to support each other through a lack of support by management and lack of resources.
Management does not think through long term impact of decision making. Execution of decision making is poorly, if at all, communicated. No focus on scalability or resources for back of house teams Claims focus on diversity and inclusion however feedback regularly given to neuro divergent employees with no consideration to how their diagnoses could impact their approach to work.9Tegus Response2mo
Thank you for sharing your concerns and feedback with us regarding the organization's management and its approach to decision-making, communication, scalability, and diversity and inclusion. We greatly value your input, as it helps us identify areas where we can improve our practices and better support our employees. We understand the importance of considering the long-term impact of our decisions. We work to convey transparently and comprehensively the strategy behind our decisions to all team members. The concerns regarding scalability and resource allocation are duly noted. We recognize the significance of providing our teams with the necessary resources to support their work effectively and we will continue to improve on resource allocation and planning to enhance productivity and alleviate redundancy. We are committed to fostering a diverse and inclusive workplace that is a positive and welcoming work environment for everyone. We appreciate your feedback, as it allows us to improve. Please reach out if you have any suggestions or would like to discuss further. Lisa Akhionbare, Chief Accounting Officer
- 2.0Dec 1, 2023Senior Manager - Strategy & OperationsFormer EmployeeNew York, NY
Strong company prospects with revenue potential
Toxic culture with work at all cost mentality
- 1.0Nov 17, 2023Senior AnalystCurrent Employee, more than 1 yearChicago, IL
You get to work with some really great people outside of senior leadership.
This organization is operated by cheap leaders and lacks effective management. The compensation is not competitive, which might explain the requirement to sign a non-compete agreement. Employees experience micromanagement and scrutiny when not meeting specific metrics, even though their pay is unaffected by these numbers. Performance is heavily influenced by the specific book of business assigned, a factor that is often overlooked. Even if you operate in a less favorable environment, unless you consistently excel, concerns are often dismissed, fostering an environment where only flawless performance is valued. The compensation structure undergoes frequent changes, consistently resulting in reduced pay. Shortly before my promotion, the performance targets were increased, extending the timeline for my advancement. Upon receiving a promotion, my goals were raised causing a drop in income despite maintaining the same workload. The company offers limited opportunities for upward mobility, resorting to a turnover-based model by letting go of skilled individuals to create space. Despite explicit assurances of job security, the company has a tendency to conduct sudden meetings, revealing employment status through last-minute emails. Raising concerns with senior management is met with retaliation. While the company promotes a flexible work schedule, the reality is that employees are expected to work continuously to be available at a clients beck and call but without receiving overtime pay. The 8:30 AM to 6:00 PM work structure is inconsistently enforced, primarily targeted at individuals facing issues, and doesn't apply to senior leadership. The founders, Tom and Mike, strive to be involved, but frequently struggle to offer transparent responses, particularly concerning decisions like laying off 10% of the company for "financial reasons," despite ongoing expenditures on work events and continued hiring. Instead, their replies are often vague or non-responsive, stating that they "don't have a good answer."13Tegus Response2w
Thank you for your feedback. Tegus is dedicated to designing pay systems that acknowledge and incentivize high achievers while advancing the business. We will continue to evaluate our practices to ensure we are rewarding employees in the most effective ways possible. Feedback is always welcomed and appreciated, as we know it is needed for us to be able to improve. We value transparency and work to be as transparent as possible with our employees as we make decisions for the betterment of the business both short and long-term. When setting goals and metrics, we prioritize the customer experience and highlight specific areas for each person to concentrate on. We do this by selecting three to four metrics that we know create a fantastic client experience and, in return, more calls for our analysts. Analysts like yourselves influenced some of our most recent shifts to improve equality across books of business. The feedback from the team is crucial as it's how we continue to grow and improve. While we strive to over communicate changes with our teams, it appears some of the context was lost in translation, and I'm happy to find time to connect and gather your feedback on areas we can improve on. Thank you again for your candor, and I look forward to the possibility of speaking with you more on this. -Adrianna Silver, Sr. Director Customer Operations
- 5.0Sep 24, 2023EmployeeCurrent Employee, more than 3 yearsChicago, IL
I have felt that there is more autonomy at Tegus than anywhere else I've worked. I feel supported by my team and those around me and I feel recognized when I do good work. Tegus also has high standards and I've felt that impact how I view my own standards. I enjoy the fast pace, lack of politics and concentration on doing good work
Tegus isn't perfect but on a relative basis, it's so much better than anywhere I've been. And I think most people at Tegus would also admit that. The company likes to move fast - when they know the answer to something, they make the decision. The side effect is that it can create some whiplash.
Tegus Reviews FAQs
Tegus has an overall rating of 3.4 out of 5, based on over 179 reviews left anonymously by employees. 60% of employees would recommend working at Tegus to a friend and 57% have a positive outlook for the business. This rating has decreased by -19% over the last 12 months.
60% of Tegus employees would recommend working there to a friend based on Glassdoor reviews. Employees also rated Tegus 3.2 out of 5 for work life balance, 3.8 for culture and values and 3.3 for career opportunities.