Formerly Great, Now Toxic - Anonymous employee Sportradar Employee Review

2.0
23 June 2026
Anonymous employee
Recommend
CEO approval
Business outlook

Pros

It's a high profile industry at the intersection of sports betting, entertainment, and media. If you can accept all of the pressure and negatives, it is a very interesting space to be in from a technology and marketplace standpoint.

Cons

Sportradar used to be a fantastic place to work, grow, and develop. Over the last few years, it has turned into the CEO implementing ridiculous RTO mandates that certain teams abuse, constant switching of priorities and objectives, low compensation increases, stressed workers, and ineffective executives. After yet another round of silence regarding recent layoffs, the environment is toxic from the top down and to be fixed, it's quite clear the CEO is in over his head and needs to resign as he is too emotionally involved to be making proper decisions regarding the future of this company.

Explore other reviews about Sportradar

5.0
2 Feb 2026
Recommend
CEO approval
Business outlook

Pros

Very flexible with scheduling. Nice bonus job that you can do after work. Not too difficult and if you’re already watching the game you might as well be getting paid for it. Supervisors and management are great and schedule very well.

Cons

Hard to get a lot of hours after the month of November. Guaranteed to work at least part of a Saturday almost every week.

1
2.0
23 June 2026
Recommend
CEO approval
Business outlook

Pros

There are some very smart, very strong team members. However, those individuals are leaving in droves.

Cons

The executive leadership team, especially Carsten have lost their way. Increasing demands on staff, while cutting team staffing across all functions, forcing 5 days in office without thinking through a plan and how it will effect families, and lack of raises the last few years has created a very stressed and overworked culture. This company has fully shifted into an "appease the shareholders" phase of cost cutting, do more with less phase which is having a large effect on the quality of talent. There is a constant shift of senior leadership with changing priorities when the actual fix to most problems are to just add low level staff to do work. This place is overrun with Sr leaders demanding KPI/KRI updates, sitting in meetings, and not much time spent doing actual work.

3
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