Indeed

3.0

7 Aug 2021

Recommend

CEO approval

Business outlook

Pros

1. Great offices! Not as relevant during the pandemic but definitely worth mentioning. 2. I've met some great people at Indeed. Made plenty of friendships that I believe will last a long time. 3. The company mission is admirable. It was relatively easy to connect the dots as to how my job positively impacted others. 4. Indeed has great brand recognition and the product practically sells itself. 5. Indeed did not have layoffs during the pandemic, and I am grateful for this.

Cons

1. Indeed Client Success is grossly underpaid. If you want to be paid what you're worth, Indeed Client Success is not the place to do it. 2. It's difficult to get promoted unless you're in the right place at the right time, and know the right people. Your career and pay growth is largely out of your control. 3. The best perks of working at Indeed are all tied to being in the office. Once the office perks were taken away, it was easier to see where Indeed was lacking, and many are quitting as the job market recovers and receiving significant pay increases elsewhere. 4. Semi-annual reviews in Client Success are extremely subjective. I would be scored in categories like Collaborate, Initiate, and Execute by a leader that didn't even understand the magnitude of the work that I was doing and was horrible at showing appreciation. There seems to be some unspoken rule amongst CS leaders that no matter what someone in CS does, they can never get a "perfect score" on their review. This is a practice that discourages employees from trying to go above and beyond. 5. It seems like every 2 years Indeed makes a drastic shift that completely changes the role of CS and Sales. Recently, there was a re-org where teams were broken up with little notice. From a CS rep's perspective, this means that you were most likely placed on a different team, with a different manager, with different sales partners, with different accounts, and no pay adjustment. 6. Indeed CS has a practice of putting people in "Interim" Manager or Team Lead roles and not paying people for the work that they are doing. For example, a Team Lead may work as an Interim Manager for several months without being paid like a Manager. In my opinion, this practice needs to stop. 7. For some reason Indeed has made it extremely difficult to transition from Inside Sales CS to Enterprise CS even though it's essentially the same job. For people that don't want to follow a leadership path, transitioning into Enterprise CS is pretty much the only way to see meaningful career growth within CS. So if you can't transition to Enterprise and you aren't interested in being a CS leader at Indeed, it's in your best interest to move on to a new company. 8. Indeed leadership has a way of guilt tripping you into thinking that there's no other company like Indeed, the grass isn't greener elsewhere, etc. That's completely false. There are so many awesome tech companies in New York, Austin, and the Bay Area that have the same or even better perks than Indeed and pay significantly better. 9. I appreciate that Indeed as a whole seems to value inclusivity and diversity, however, I wish that a senior leader would have taken the time to reach out and talk to me 1:1 about diversity and inclusion related topics, even if just for 15 minutes. That would have meant so much more to me than hearing about it at another All-Hands meeting or any other group setting. Personally, I don't want to hear a white man or woman telling me what needs to be done to improve diversity without them having listened to my input first.

Indeed Response

Thanks for leaving a review of your work experience as a Client Success Manager at Indeed. We are listening and acting on all the feedback we receive across our external and internal feedback channels, so we appreciate the time you have taken to give us this. We are open and transparent with our salary ranges for all roles up to Senior Director. Market rates are evaluated twice a year, and are adjusted as needed to remain competitive in each market we hire in. That said, base salaries are only one component of an employee’s total compensation. All full time employees are also eligible for quarterly bonuses based on performance and Restricted Stock Units (RSUs) of our parent company, Recruit, Open Paid Time Off, and various perks depending on your office. Another perk of working at Indeed includes the office environment, which is thoughtfully designed to ensure that our employees have everything they need to succeed in their role. This includes perks such as catered lunches, snacks, game rooms, and more, depending on the office location. As we transitioned to a work from home environment for the last year and a half, we provided multiple WFH stipends to provide Indeedians the funds needed to build out a positive work space. Employees purchased exercise equipment, coffee/espresso machines and even plants so they had what they needed to focus throughout the workday. Employees should be having weekly 1:1’s with their line managers to ensure that goals are met as well as for continual career development discussions. We also strongly encourage employees to have 1:1 skip-level manager check-ins if facing problems, as well as reaching out to your HRBP so they are aware and can provide feedback upwards as well. We’ve got great processes in place such as training and development opportunities for our staff, and we encourage all our employees to take advantage of these offerings as they further their career with Indeed. We recently made structural changes in our SMB team, with the creation of our new Scaled Business Solutions (SBS) team, which includes both Sales and CS. The SBS team supports all clients in our small business segment at different points in their life cycle with Indeed, helping them to more effectively hire the best people. This change aligns our delivery and customer engagement more closely to our customers’ needs, but we appreciate that some employees have not viewed them as positively. Finally, we are proud of the work our Diversity, Inclusion and Belong team and Inclusion Resource Groups (IRG) have done. The Senior leaders who sponsor each IRG take their roles seriously and encourage conversations. We also have DI&B Business Partners available across all regions as an additional resource, and are aligned to support specific functions across the organization. While they may not have the time to reach out to each employee individually, employees are encouraged to reach out to them to share their thoughts and concerns, and where we still have room to improve. Again, thank you for sharing candid feedback of your work experience. If you want to speak to us further and confidentiality about any other aspects that you didn’t originally share, please email us at inside@indeed.com.

Lack of Growth Opportunities - Manager, Client Success Indeed Employee Review

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