Huble Digital Reviews

Thank you for taking the time to share your feedback. We are truly sorry to hear about your experience at Huble and we take these concerns very seriously. Firstly, we want to address your comments regarding the workplace culture and advancement opportunities. We strive to create an inclusive environment where all employees feel valued and have equal opportunities for growth. Over the past year, we have built out a career path framework so that every role in the business has level one to nine, and people are only promoted once they reach the requirements for the next level. It is disheartening to hear that you felt nepotism was a barrier to your progression. We are committed to fairness and transparency in our hiring and promotion processes. Regarding the comments made by a member of senior management, we deeply regret any offense caused. Respect and professionalism are core to our values, and the intention would never be to make comments that are derogatory. In a global company like Huble, we need to take extra care as different cultures interpret the meaning in different ways. We take pride in hiring new talent, people that are smart that bring something new to the table which is crucial to our growth. We will continue to bring in fresh amazing skills at all levels and in all regions of our business, and do not by any means consider any skill acquired outside of Huble to be at a beginner’s level. We also acknowledge your concerns about compensation and the expectations placed on employees. In the last year in order to ensure we provide competitive compensation packages, we purchased 3rd party independent salary data and matched this to the career path levels referenced above. If there are areas where we can improve, in particular since this is year one of this initiative, we welcome that feedback and will work towards making necessary changes. Finally, we have a dedicated and passionate leadership team that spends considerable time reviewing, planning, and initiating changes across the business, tackling problems head-on. These regular, important meetings shape the business for the better, and we want to emphasize their significance. We appreciate your frustration with management's involvement in client work. Our leadership team is frequently engaged in client delivery, underscoring the importance of our client relationships. Two months ago, we restructured to bring our senior team closer to our customers than ever before. We continue to review our processes to ensure that management support is constructive and beneficial to both our employees and clients. We appreciate your candid feedback as it helps us to improve. Your insights are invaluable to us as we continue to strive for a better workplace for everyone. PS: We conduct pulse surveys to provide our team with the opportunity for feedback. Users are completely anonymous (100% NOT tracked), and we take extensive measures to ensure their privacy, as we believe this fosters the most honest responses. Additionally, team members are regularly encouraged by their line managers, team managers, senior leadership, and HR to provide face-to-face feedback. We also schedule quarterly check-ins with leadership for input and offer mediated and protected feedback opportunities for those who may not feel comfortable with direct line management communication or anonymous feedback. If you are open to discussing your experiences further, please feel free to reach out to HR directly.

Thank you for submitting your review. Our tagline is "seek evolution", for our customers we are constantly seeking to evolve their businesses and internally we are constantly seeking to evolve our employee value proposition and encourage our teams to evolve in their careers. To address specific points: They key part of our employee value proposition is "be you" which means we don't force people into offices, we also don't force people into benefits packages that don't suit their needs rather we make sure it is clear that we pay salaries that include a portion to select your own benefits packages, or if you don't need one as you're covered by a family member then you get to rather spend that on other things that are important to you. No meetings expected outside of your time zone - although we strive for this and this is listed as a pro, there are many times where colleagues collaborate within other timezones. As this sometimes happens outside of normal work hours we allow flexibility in schedules. Bonuses - there are incentive schemes for sales roles and referral schemes for all staff, and for anyone nominated to be in the "principals" program. The principals program is a peer nominated program for high performers. Paid training for career advancement - unfortunately at the size we are (180 at the time of writing) we don't have the resources to pay for training all our employees in areas that they are not hired in. Rather we hire people with a skillset to do their job, and ensure managers and other senior members of the team are able to coach and train those more junior employees. Body shop resources - we are a professional services company and our billable target rate for all employees is 66% or less for managers, this means though that we have engineered our business model to ensure that all our consultants have time for other things besides delivering work to our clients. Employee participation in decision making - we highly value employee participation, we conduct employee pulse surveys and analyse results, we have an anonymous survey that is checked weekly, we hold a weekly leadership meeting where leaders are asked for feedback from their teams, and we conduct a quarterly planning session where we encourage employees to submit their ideas. Employee all hands - this takes place (and has always taken place) in the first 3 weeks of every quarter, in addition we have a bi-monthly shorter staff update. This is scheduled in all employees calendars and is compulsory to attend. Promotions on loyalty - all promotions are based on merit. All employees have quarterly KPI's set and feedback sessions are held with every employee, this is monitored by our HR team to ensure no one is left out of this process. It is the performance data from these quarterly reviews that determine speed of career trajectory. We invite you to get in touch with HR and have a private conversation if you feel any of our responses does not alleviate your concerns.