Beautycounter Reviews

The cons are endless. Nepotism is the largest issue. Individuals are promoted or placed in decision making, high-paid positions due to their personal relationships with management. This is a FACT. Majority of the working staff is actually unhappy. Discussing with leadership or HR means nothing because in 6+ months, nothing has changed. This is why there's an excessively high turnover rate at Beautycounter. Leadership brushes it under the rug using the excuse that all startups have high turnover rates. This is not always the case. Most growing, well organized startups incentivize their employees and create environments where people can thrive and grow in their roles. There should be no surprise why, in three years, extremely talented and qualified people leave quickly for better opportunities. The raw truth, the core group of employees who actually get work done are silent work horses. Their contributions to international launches, product launches, promotions, increased revenue and company growth are not ever mentioned in all-in company-wide meetings. A blanket thank you is given to the whole staff when its very clear that a handful of individuals work around the clock, on weekends, and even during vacations to make sure projects are accomplished without a hitch. Yet, individuals with very little involvement get both praise and promotion. Personal growth - non existent. If you think this growing place will appreciate you and take you to the next phase of your career, it won't. Internal staff aren't even aware of open roles. If they do apply, they are not vetted like an outside candidate with a proper interview. External talent is constantly being sourced yet people don't stay. Why is that? When a company doesn't recognize real talent, experience and potential, a positive and excited team member becomes a disillusioned worker bee plugging away at tasks. Some employees may be ok with simply going through the motions and collecting a paycheck but for the individuals who are truly passionate about their roles, this environment is extremely stifling, suffocating, and unsatisfying. Become a consultant to be honest. Its probably more financially rewarding and you could get far greater respect than internal employees would.

No priority to maintain an HR department. It took the company approximately two years to hire anyone (other than a short-lived outside and part-time consultants). When a dedicated HR person was finally hired, the deep foundational issues and gaps became clear and the person decided to resign. They gave notice of their departure to the CEO and when they did, the CEO immediately removed them (refused to see or speak to them and was escorted out the door). People frequently leave for better jobs, companies, school, and opportunities. Leadership can dispose people when they see fit and many feel they can be fired at any time. Company and culture is not competitive to attract or retain talent at HQ. Lack of transparency on how or when decisions are made and high reactivity when something seems to go wrong. Press and campaigns are set to impress the public, rather than focus on fixing glaring issues within headquarters. Micromanaging and highly bureaucratic structure across the company with managers lacking management or project management training. Emphasis on hiring external "thought leaders" or proclaimed experts from the latest and greatest what's hot, rather than developing core talent and people from within. Cliques and general feeling that there is an inner circle vs. outsiders. Open office (noise can be distracting) Zero reimbursement for using personal cell phones for business despite having all personal cell numbers widely distributed across the company. High turnover. Revolving door of employees that come, go, or get terminated and dealing with subsequent starting and stopping across depts. For a business that speaks so much to a commitment to health of people and transparency, not much priority on managing the and chronic stress and emotional well-being of people within headquarters. Excessive number of meetings, but lack of ample meeting space.