Afterpay FAQ

Some regular events and massages. Nice office. Some of the senior tech people knows their stuff and are very nice, approachable people.

Look at the recent wave of 5 star reviews, 4 on February 6th, 3 on Feb 12 and 13th, how likely they are a coincidence? That's more than half of the reviews written at this time. There's a clear internal coordination because HR realised that they have difficulties attracting talent. For a technologist, prepare to tolerate the following : Unreasonable deadlines, "high performance culture" means mediocre pay and long hours, lack of any review process means achievements are not recognised and promotions depends on relationship not merit. Rampant favouritism. Lack of diversity (some teams might as well use Hindi/Chinese as work language, as hiring managers only hire their own ethnicity). Promised ownership but give the most meaningless vesting stock option schedule possible. If you are a talented technologist, don't waste your time here like I did. You have much better choices. The company now resembles much larger organisations much more than a start up. It is a sales/marketing driven retail loan company, not a tech company. The tech stack is boring and old, the focus is not on engineering practice but meeting demands of large merchants, and your career will be in a dead end.

Collect feedback from your employees using your newly purchased software more frequently, and read the comments. The company might be growing due to a largely undeveloped market, but it will lose its core competence when all the good tech people left. Do an ethnicity count by department and look at anomalies, and ask questions. Have your HR process together, like you should have done 2 years ago. Look at attrition.

Plenty of great team mates, fast pace

Lots of internal politics, little career development as flashy new hires usually come from outside

Opportunity to learn and grow Friendly team members

No cons as of now

- Payment technology is growing, but its a highly competitive industry - Growth during pandemic, but starting to slow down - Marketing team is dysfunctional and toxic (mostly by leaders)

- Not a competitive product with pricing or reach (only in a few countries) - Marketing is not at the table with product which leads to conflict - Marketing leaders are toxic and competitive - Conflict between marketing leaders and HR

Build a new marketing team with strong leadership skills and experience in fintech and global brands. The US team is hurting morale with the Australian HQ.

Some regular events and massages. Nice office. Some of the senior tech people knows their stuff and are very nice, approachable people.

Look at the recent wave of 5 star reviews, 4 on February 6th, 3 on Feb 12 and 13th, how likely they are a coincidence? That's more than half of the reviews written at this time. There's a clear internal coordination because HR realised that they have difficulties attracting talent. For a technologist, prepare to tolerate the following : Unreasonable deadlines, "high performance culture" means mediocre pay and long hours, lack of any review process means achievements are not recognised and promotions depends on relationship not merit. Rampant favouritism. Lack of diversity (some teams might as well use Hindi/Chinese as work language, as hiring managers only hire their own ethnicity). Promised ownership but give the most meaningless vesting stock option schedule possible. If you are a talented technologist, don't waste your time here like I did. You have much better choices. The company now resembles much larger organisations much more than a start up. It is a sales/marketing driven retail loan company, not a tech company. The tech stack is boring and old, the focus is not on engineering practice but meeting demands of large merchants, and your career will be in a dead end.

Collect feedback from your employees using your newly purchased software more frequently, and read the comments. The company might be growing due to a largely undeveloped market, but it will lose its core competence when all the good tech people left. Do an ethnicity count by department and look at anomalies, and ask questions. Have your HR process together, like you should have done 2 years ago. Look at attrition.