Pros
The office is beautiful and cozy; not always the best environment for work, but very good for socialising. Highly social environment with parties, hanging out after work, free soft drinks, snacks, and free alcohol after work, so good for social extroverted people. Good company if you like youth culture as many employees are very young. Salary is okay for the amount of work you have to do; it is very relaxed. Most benefits are similar to other IT companies perhaps with a little less coverage. There is a small education budget but they will pay for books and software. When burnout happens, there are good reactions (very little prevention though). The upper management has good intentions. Most people on the floor are very nice, and some people seem very content to be in a chill place without too much pressure.
Cons
Mentimeter is very much smoke and mirrors. The company presents perfectly but omit details and or says something wrong in public like that English is always the language in the office, when in reality there is a lot of Swedish spoken in the office even with someone non-Swedish being next to people. The C-level management say the right things, but do not act it. On the surface Mentimeter is inclusive, but it does not take much digging to see that it is not. There is diversity in the way that half of the people are born outside Sweden, but all of c-level management are Nordic. It is praised to have differences, except once you are there, it is best to fit the mold. The culture is a mono culture with false harmony and things that is not being talked about. It is based on agreeing with the strong opinions of upper management. If people do not agree, say this out loud, ask too many questions, are bold enough to challenge leadership, or act in a way leadership does not agree with, they will have a rough time and several have been terminated due to not being a culture fit. People are expected to be positive which means they hide when they are not. Or they stick their head out and get hurt, so they learn to keep it in or talk to people outside the leadership. There is a lot of talk about feedback, but too much of it is giving through a proxy. Or people don’t get the feedback but find out months later. People with strong opinions are not welcome, and experience from former jobs are either not listened to or discouraged unless you are in a high position and come from one of the companies the leadership looks up to. Many problems are caused by an inexperienced leadership who do not know how to be leaders. The way especially the upper leadership acts, reacts, and expect people to be, go against many leadership principles. The first level managers are under pressure and get very little introduction to what it means to be a manager. The upper management have big egos, and are not willing to listen to different ideas. With few exceptions, they do not take good care of their reports, and people are left to their own devices a lot of the time. So, they try to guess what is supposed to be done and hoping it is right. The c-level management does not take responsibility and some tasks need to be lifted by people lower in the hierarchy without any support. The leadership lacks communication skills and messages are fuzzy most of the time. There is a lot of communication and little insight in if it reaches the receiver(s). The communication is one-way. The leadership talks about listening and giving a voice, and then in reality it is the upper management’s opinions. They may listen but then they forget it again. Not much has happened with the product the last years, and the new features are more of the same. The tech is not impressive and does not live up to the standards of a modern system in production. This is partly due to not being open to new ideas, partly due to the egos, and partly due to the hero culture that puts a few on pedestals, and their opinions overrule. It is important with harmony and lack of courage in the company, so improvements are tiny.