They go through employees like lollipops - Anonymous employee UXDX Employee Review

Thanks for your feedback. While we won’t respond to, or engage in, personal attacks about people’s character, we would like to share some context. How we work As a small company, each person takes on significant responsibility. It is not possible to do everything so prioritsation is key. Each new employee works directly with a founder during the first week, learning about our business, systems, and products. We set quarterly stretch targets, as our approach encourages risk-taking and innovation. We actively seek ideas and don’t expect every approach to succeed. Our weekly Monday meetings allow team members to review goals, share progress, and brainstorm solutions collaboratively if challenges arise. In a small team, flexibility is crucial, and we adapt quickly if something isn’t working, we pivot without hesitation. Addressing Legal Issues Raised All employment terms are presented clearly in the contract. As a Spanish company, we pay competitive market salaries and we pay all taxes (there is no concept of minimum or maximum taxes, there is only the taxes you are due to pay). Who Our Company Suits This environment suits those who thrive with responsibility, embrace accountability, and enjoy solving new problems. Working here can accelerate your career, offering broad authority and impact, unlike larger companies where roles are highly specialized. Who Our Company May Not Suit Some people prefer clearly defined roles, but in a small company like ours, responsibilities are often fluid. You need to be able to look at a large daunting task and break it down into the most important elements. Those who seek highly structured tasks or aren’t comfortable navigating ambiguity may find it challenging here. How We Are Changing Moving from Ireland to Spain has been a learning curve in adapting to different work styles, and we’ve refined our approach based on these experiences. We’ve adjusted our hiring process to better assess a candidate’s comfort with autonomy, growth, and handling ambiguity. These refinements have helped improve cultural fit, although we continue to evolve. Our offboarding process has also been a learning experience. When this person was not successful in a role we tried to move the person to a role that better suited the employee’s strengths. When that did not work out we offered this person a 3-month notice period, instead of the contractual one-month notice, to give them time to find a new role. The extended notice period created a difficult working environment and we paid gardening leave for the final 5 weeks. Our learning is that a separation should be quicker. I’m genuinely sad you had such a negative view of your experience with us, especially as we truly aimed to support you in the best way we could. We understand that it wasn’t the right fit, and we hope you find a role that better aligns with your goals.