Most driven team I've worked with - Technical Lead Marshmallow Employee Review

Everyone is on the same page, really driven and wanting to do well in their careers. There is a really strong support network and everyone seems to genuinely care about others and how they can help them in their working environment. There appears to be much room for growth and movement within the company, and it's refreshing to come across heads of the business that actually seem like normal, friendly people who are interested in what you have to say.

So far, I haven't come across any cons. As long as you are hardworking and want to genuinely go far in your career, you'll be fine

- Nice office - Benefits that haven’t been cut are good such as health care, therapy sessions and Ben card - Pay is fair against insurance industry (maybe not the tech space though)

There is a growing sense of job insecurity among employees. Marshmallow often promotes a culture of openness, honesty, and constructive challenge, but my experience has not reflected this. Over the past few months, multiple employees at both senior and junior levels have been dismissed on the basis that they were “no longer aligned with our values.” In reality, several of these individuals had raised legitimate concerns about regulatory compliance and internal processes. This has created a perception that challenging decisions or raising difficult issues is viewed negatively rather than encouraged. As a result, many employees are now reluctant to speak up for fear of putting their jobs at risk. Instead, there is increasing pressure to comply with processes and decisions without question, even where some employees have concerns about whether they fully align with FCA regulations . Working in a startup or scale-up environment is naturally demanding, and Marshmallow historically balanced that pressure with opportunities for rapid career progression and generous performance bonuses. Unfortunately, this no longer feels to be the case. The focus now appears to be on pushing employees to their limits through extremely challenging KPIs that are difficult to achieve within normal working hours. Many employees feel they are expected to remain constantly at their desks, with little flexibility for breaks, in order to meet expectations. Agents are also monitored using a time-tracking tool. While this type of software is common in contact centre environments, this particular tool goes beyond measuring whether someone is active. Although senior management has stated that the tool is not intended for micromanagement, many team leaders appear to be expected to use it in that way, leaving employees feeling closely monitored and reducing trust. These pressures might be easier to accept if the reward structure remained clear and meaningful. However, despite the company’s previous bonus scheme, employees received only around 10% of the amount that would have been expected under the original framework last year. The current bonus structure also lacks transparency, with little clarity on how bonuses are calculated or what employees can realistically expect to receive. This makes it difficult for people to stay motivated when both the criteria and potential reward are uncertain. The business has moved from a company truly trying to cater for a underserved market, to one that is pushing to make as much money as possible through any means possible.