Vungle Reviews

Pros

- Everyone on the sales team genuinely wants to solve problems, grow the business, and act as a team in the process - Great leadership on the Sales team - Despite being a small company, Vungle will allow for role flexibility and career progression, if you prove your performance

Cons

There are growing pains, but I enjoy that aspect of startup life as well.

Pros

Looks good initially, Culture match and technology promises

Cons

Poor management, HR handles the employee rather than Manager. Leads are fake and managers are spineless

Pros

Perks, office location on embarcadero, and clean/new office. Compensation Is pretty on-par with industry from my experience at least. They also have quality team events and a ritzy annual offsite trip. Great selection of snacks and drinks, as well as fresh fruit delivered. Many intelligent motivated coworkers in data science and other departments

Cons

Engineering dept is run in a strong top-down, dont ask questions fashion. Employees are not encouraged to assist other team members. It's no news that employee happiness ratings in engineering dept have dropped substantially due to certain dept specific leadership. Due to current leadership and the above mentioned reasons, I dont recommend joining the engineering department.

Pros

Challenging projects, benefits are good

Cons

Attrition rate at all time high. Employees not only in engineering but overall are demotivated. Very controlled atmosphere.

Pros

- Employees are paid on time - Perks and benefits are fairly good - Filled with passionate, motivated individuals who are generally personable and contribute to a pleasant work environment - For big data and marketing, a real opportunity to work with a goldmine of data - Connections made here can be invaluable to future career prospects - Industry still has room to grow, even for smaller players

Cons

Company: - More interested in maintaining public image than acknowledging and handling actual issues - Leadership is a self-reinforcing bubble that pushes its own preconceptions of productivity rather than taking in employee feedback - Ex. to above: new office workplace, while upscale and "representative of the company's bright future" is a significant challenge to employees commuting from outside of the city - Ex. to above: an inflexibly strong stance against remote work, citing the importance of "physical visibility" - Suggestions encouraging employees to write positive reviews "to offset the bad ones on Glassdoor" highlight the company's approach to public image efforts - These issues (and the associated turnover rate) appear to hover around the SF office - other offices have many 3+ year employees, but the SF office has very few Engineering: - Openings in management are invariably external hires rather than internal promotion which recognizes the value of individuals' knowledge base and mastery of the company product - Management hires tend to be connections to existing management, reinforcing a top-down "yes man" engineering org that creates its own bubble impervious to employee feedback - Usually, the above results in teams "onboarding their manager", accentuating resentment - Projects and tasks are prioritized somewhat indiscriminately, due to a lack of sources of actual product knowledge (employees with real product knowledge have long since left due to problems with the aforementioned management) - Morale is low across the board due to a combination of the above - even as new hires come in each week, company veterans seek greener pastures