Plaid Reviews

Low level of diversity No room for growth (promotions and raises are rare) Employees who do not contribute value are not held responsible Team players are few and far between Go to market teams severely underpaid (engineers paid well) Variable compensation plans are used to incentive employees, but tend to have goals that are not possible Many young inexperienced managers High level of bias in hiring process (they will fly a candidate in for a final - 5th or 6th round sometimes - interview and have no problem rejecting the candidate

- Lots of things to do. The transparency means a lot of information. The impactful work means a lot of prioritization and skimming. You have to get really good at staying focused on priorities and cutting out secondary needs, even when they're enjoyable or pressing. - Growing pains. Both technically and organizationally, Plaid is growing fast right now. This means some things are in flux. - Empowerment means responsibility. You're expected to really take ownership and find opportunities to contribute impactfully. I've never worked anywhere where "you own your career" has rang truer than at Plaid. - Lots of keep-the-lights-on work; some teams and Engineering Managers have a lot on their plate. - Company is super-social. You need to get used to talking to people, asking questions, etc., as a primary learning strategy. Formal processes and tools get a lot of love but they don't keep up with the growth nearly as well as people do. So you gotta really embrace 1:1's and coffee chats.