Incident IQ Reviews

Even though the company had been in business for a while, they seriously lack good processes, particularly for cross departmental collaboration. This proved to be a real issue with the massive hiring in 2022. Adding more people did not result in the corresponding growth they were hoping for. To course correct, they brought in a senior leader to drive growth even though he had never held that role before. He proved to be out of his depth and single-handedly did more to damage culture than all other factors combined. This is just the tip of the iceberg. There are so many more issues

There are MANY problems in marketing, from morale to project management to incredibly low pay. In my tenure, the marketing department turned over almost completely in a 2-year time span. When I joined, I was one of 5 people—by the end, I was 1 of 10, and only 3 of the prior employees stayed, two of which were the top leaders of the department (note to future interviewees: ask about turnover rates for the department. We once had a department of 13. It's ridiculous). People were constantly afraid for their jobs, and it all boiled down to the senior members that had no business leading a team. If you were not in their favor, your ideas and suggestions were shot down. Personally, I was constantly threatened by my manager saying, “Well, you’re [job title], aren’t you?” and was frequently impatient with other ideas on how to grow the business. The amount of rudeness (from screaming profanities to not respecting meeting times) that employees are expected to manage is insane. The two senior members of the team who grabbed on to Incident IQ as a start-up would not be able to find employment anywhere else, based on their terrible management style and frankly insulting leadership. Everyone was expected to "manage their manager," and there were so many things that made Incident IQ a disheartening place to work—mostly circling back to the incredibly poor leadership from this department. Pay was incredibly low for the marketing rate, and I was told during a POSITIVE performance review that while my manager had “no say” in my pay, I “was not worth my market value.” During my termination, he claimed that I had not improved in my performance, although I consistently followed up with him and my progress and he gave me positive reviews. Genuinely, the amount of unprofessional behavior I witnessed in my tenure can not be understated. Incident IQ is not for anyone that wants a stable career based on metrics or sense. It’s nepotism and favoritism.