Kritik Reviews

Thank you for taking the time to share your feedback, as a learning organization we appreciate your input and aim to take meaningful action in addressing these concerns. I am sorry that you had a negative experience with our organization and management style. I have taken a few months to reflect on what went wrong and the causes of your feelings around this. Here is my perspective and I hope that It is going to be relevant to you as much as it is relevant to me. First, your perspective and feelings are valid; And I thank you to share them because it is a great opportunity to learn and change. I wish I could have done better to prevent this negative feeling. My apology! Our value at Kritik is to be radically honest and we love to take on challenges directly and care for our peers through critical yet motivational feedback. To do that, we all need to build trust and it is of course harder to build trust with contractors on an hourly basis. Secondly, I want to apologize for the unnecessary stress caused by the lack of good practice. When the VP of Sales wanted to terminate your BDR hourly contract engagement after 48 hours of calling, I offered you the opportunity to help me with the operational (hiring) because I truly believed this what something that you could excel and do. My intention was to help you become a full-time employee and find success here at Kritik. I really care deeply about the people that I hire. I usually push them at the start to become the best version of themselves, but soon I empower them to be independent workers; however, in your case, it was, unfortunately, a very stressful time for the business, and you left before we could build a relationship. Now, I realize the lack of process, lack of time, and the stress of fundraising/hiring might have made you feel that I am a micro-manager. As a team, we have recognized this is an area of improvement and have taken significant steps to improve this. Thirdly, your negative feedback is a great opportunity for us to change our hiring process by formally outlining contracts with clearly defined role expectations and to avoid adding responsibilities from other departments without thorough training and not other tasks from other departments. We did not know how to handle contractors per hour and we did not know how to handle career transition. After reflecting on it and talking to my CEO friends, I realized that we were lacking clear expectations on the role and timeline. Even though we have promoted you from a BDR contractor to a Business Operation contractor after 48 hours of employment (under the same contract as it was a contract based on an hourly rate), the hiring process should have been clearer. Thank you so much for this opportunity to improve our HR process. I've learned that it is important to terminate a contract and start a new one with clear expectations instead of trying to facilitate side projects to an existing role that does not meet the outcome required. Thank you again for your feedback. We wish you the best of luck in your next position and career moving forward. Feel free to email me at carine@kritik.io if you have further questions or concerns.