Niometrics Reviews

It is a pleasure to see that your journey with Niometrics has been positive and enriching. We take pride in building excellent software and constantly strive to recruit and reward the right people who can contribute to that. As a fast-growing firm, there is much more homework for us to do in how we organise and manage ourselves. We want to keep building more of the ‘good’ corporate habits that will make our lives more effective, while avoiding the ‘not-so-good’ ones that may slow down our way of doing things.

We are sorry to hear that your experience with us has not been positive, and do appreciate your candid feedback. There is a lot to take in it, so it probably helps if we explore one point at a time. Our team leaders are being encouraged to provide more and more frequent feedback, to drive transparent and honest conversations about the overall performance of our team members. That is something we want to improve on. While we do admire people who chase their projects with hard work and dedication, we also welcome team members seeking a more easy-going work-life balance. What really makes us tick, however, is to see people reaching those flow states in which their skills and smarts produce genuine breakthroughs. This is what we look for. Newcomer integration is indeed an area that we must improve. Assigning dedicated mentors and establishing digital training channels are some of the actions we are taking to speed up the learning curve of our new talent. As for micro-management, it is a pity that you have experienced it. If anything, we want to stimulate the opposite: such a high degree of self-drive, excellence and initiative that render most management even unnecessary. We also like our flexibility in picking what to work on, and understand that this may not be a good fit for all. Our performance evaluations entail a lot of internal discussions, but the absence of more formal processes for them sometimes affects their communication. It is something we want to change, but without creating burdensome rituals that become a bureaucratic toll on everyone. We have also chosen to concentrate on salaries, which can be then spent on whichever benefits people see fit. That has created a straightforward reward framework that most of our people seem to enjoy. Some intangible benefits, however, can’t be bought. One of them are office environments, which we have recently upgraded across our main locations to give our teams more pleasant surroundings to work from. All these improvements are part of a larger journey: more can be done, and we want to constantly improve. Ultimately, that means retaining the ingredients that made our early successes possible while building the right corporate muscle to flourish further - as a big, dynamic team.