Agora Data Reviews

Senior leadership worries too much about looking good in the mirror, rather than facing reality. Extremely toxic workplace politics within management team, especially in IT and engineering. Leadership makes big promises to employees but rarely delivers on those promises. Instead, people are laid off. Forcing people to work in the office rather than remote. All engineering positions can be done fully remote, but the CTO needs to have his finger on people at all times. Extreme micromanagement. Horrible at spending money wisely, resulting in layoffs Stop with the horrible office parties and give people bonuses. No one wants to hang out with the customer service teams, as they are very unprofessional.

After several years at Agora Data, my experience ended with an abrupt layoff that exemplified many of the company's deeper issues. I was part of a mass tech team layoff conducted in rushed 5-minute calls where HR provided inconsistent information (details in the call didn't match later written communications). Questions from stunned employees were cut off as the call ended prematurely - basic preparation could have made this difficult situation more humane. Before we talk about working here, let's address what Agora Data is: Agora data is a traditional auto finance company that engages in IT cosplay so investors may think there’s a tech component. The Amish have embraced more technological innovation than Agora Data. Most concerning during my tenure was management's repeated assurances during all-hands meetings that "what we're doing isn't unethical" - something I'd never heard at previous employers, and which became more unsettling with each unprompted repetition. The core loan product runs on outdated 2000s technology that one person can configure - creating a critical bottleneck that leadership refuses to address. Good luck trying to scale that. Me and many of my peers on the tech team were told point blank by management that we could never have a path to a promotion, this was essentially a high paying dead end job. If you’re below the VP level there’s no career track, and if you’re above that you can get meaningless title promotions provided you ensure you’re a one man bottle neck. Leadership frequently pivots without clear direction. In one notable instance, the entire company spent a week internally "problem solving" by essentially guessing at issues, followed by leadership's week-long retreat to review findings. The outcome? A vague directive to "execute well" with no actionable items from all the collected input. Upper management, despite not being very technical, would micro-manage every tech decision giving employees little agency to improve the poor standard of tech while sacrificing any nimbleness the size of the team could’ve provided over more established market players.