Kissflow Reviews

Thank you for sharing these critical issues - this gives us an opportunity to review and then correct the valid ones. We are sorry to hear about your experience, but do appreciate you taking the effort to share. We would like to talk to you about the specifics to help resolve and clarify the issues highlighted. This should help us fix things for those working here and also give you some clarity / closure. Can reach out to someone in the leadership (including our CEO) or People Ops team whom you are comfortable with and share the specifics? A few inputs to begin the conversation: 1. We are working on a competitive compensation across the org over the last year especially. We will continue to work on this and are particular that those who contribute their best are also suitably rewarded and taken care of. 2. We agree that a manager plays a crucial role and our effort is to make all employees (managers included) be aware of how to manage work and people. We do give time and space for people to make mistakes and learn, but at the same time anyone has the freedom to speak directly to the senior leadership or People Ops team if they have a challenge with their immediate manager. 3. Changes are hard but a natural part of working in a growing start up, this will continue to exist and is one of the reasons a lot of us want to join - for the opportunity to build and establish things rather than execute alone. But we do understand that this is tough for some folks who might have different skills / aspirations and we have worked to help them align. There is scope to improve here we agree and are working to better address this given the context we are operating in. 5. There is no "no poaching" policy here, nor should I say in other companies - this might be a misunderstanding / assumption by folks. We understand that this might not answer all your questions/concerns, but we hope we can do that once we connect. We wish you the very best.

Dear colleague - its unfortunate to hear your perceptions of incidents in our org. We would still want to help resolve your challenges by having a direct conversation. If you are not satisfied with me/the team, would encourage you to directly speak with our CEO (mail/meeting) or anyone else in leadership who can help address this. But the assertions on our tolerance of any serious negative behaviour is completely false, all issues brought to us are reviewed at the highest levels before decisions are made. These are things that we take seriously and public perceptions (posts online) are nothing to do with it - we believe people deserve respect. These will be kept confidential for obvious reasons, but cannot be viewed as inaction. We also understand that not everyone might agree with the decisions, but we do aim to be fair to all concerned. Would like to add that sharing anonymously and publicly doesn't help resolve any genuine issues and there's still time for you to speak to any of us on this directly. If not, we understand, apologise for any misunderstandings from our end and still wish you the very best in your journey ahead. Best, Abhishek (Culture Shepherd)