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      Shipamax

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      Shipamax Reviews

      4.0

      77% would recommend to a friend

      (18 total reviews)

      61% positive business outlook

      Shipamax has an employee rating of 4.0 out of 5 stars, based on 18 company reviews on Glassdoor which indicates that most employees have a good working experience there. The Shipamax employee rating is in line with the average (within 1 standard deviation) for employers within the Information Technology industry (3.9 stars).

      Reviews by job title

      18 reviews
      1.0
      18 Nov 2020

      I wish I didn't ignore the RED flags

      Sales
      Recommend
      CEO approval
      Business outlook

      Pros

      Really enjoyed working with the sales team and learned a great deal from an outside source hired by Shipamax to provide additional sales training

      Cons

      Before starting at Shipamax, there were no reviews on Glassdoor. Hired during lockdown and working remote, Shipamax do not necessarily make you feel very welcomed. Your office equipment is sent to your house and management write a quick welcome on a group slack channel. There is no welcome package/card/ email with a brief overview of who you are to the rest of the team to truly welcome you on board. There is a 6 month probation period and I discovered that they set unrealistic targets and the training provided was extremely inadequate. If you have never worked in the logistics industry, they expect you to ramp up quickly with little to no training. I also felt that I did not get the support I needed from my line manager and was not set up for success. My manager did not always speak very highly of the CEO and expressed that they had thoughts about leaving the company. How was I meant to feel confident working here when my own manager made these statements? I agree that there’s a mysteriously high employee turnover rate, roughly 6 people handed in their notice and 2 were terminated a couple of months into their probation period within my first 3 months. One employee discovered 30+ deactivated slack accounts and another discovered a number of employees on LinkedIn who worked at Shipamax for less than 6 months . I did not get to experience the office environment, but felt as if they created a 'fear' culture. I constantly felt like I was walking on eggshells, I needed to keep my head down, work and cross my fingers that I would pass probation. At the time, management did not create an environment where employees could be social, have fun or learn new things from other colleagues. I will admit that they were working on improving this through the culture club. Also, if it were not for COVID, they would frown upon working from home and do not offer flexible working. Communication was also a massive issue, especially in sales. For example, we were instructed to start selling a specific product and the product release date was constantly pushed back due to lack of resources. This was not communicated to the entire sales team, one person would eventually hear about the new release date and share this with team. The new information did not come from management. Progression, management rolled out a progression program but I never got to see it in action. One of their top SDR's wanted to progress into another role but was not given that opportunity. This led to them handing in their notice. In regards to the software, I witnessed a number of unhappy clients and a massive client terminated their contract, sales oversold and Shipamax underdelivered. However, I will say that the product team is absolutely amazing with some really good people and I know that they will fix these issues.

      avatar
      Shipamax Response
      5y
      We’ve obviously got a few things wrong here and it looks like it has snowballed. 
 Just after the first lockdown, we did have to terminate a couple of people due to performance. This combined with quite a few new starters, our first remote on-boardings & mistakes on our part in communication led to a rough patch in terms of culture. As a management team, we took for granted some of the trust / relationships that are naturally built in a face-to-face environment and didn’t make enough changes to enable to develop these remotely. As lockdown continues, we’re trying to get better at this and the team currently feels in a much better place. 
 Sometimes things are communicated, but I need to do better at repeating this and making it accessible in different forms so it's not missed. (Trust me, sometimes I put things in writing and people swear blind they’ve never been told :). I’m very aware of this and trying to build a better framework for communication. 
 During this time we were also short of two experienced department heads, which have now been placed and are helping drive success in their teams - both from a performance and wellbeing perspective. This quarter (and next quarter), we have specific projects in place to set out clearer expectations and provide more support to our existing managers to help them too. 
 I understand we spoke directly a few weeks before you left the company as you came in as a senior hire - I asked you to help people raise issues they have so we can solve any bad feelings vs. fuelling the fire - especially with junior team members. The linked-in & slack examples you raise are things I would have loved people to ask me about as there would have been a simple explanation that wouldn’t have ended up in people feeling they have something to fear. When this isn’t raised, I find out far too late and the damage is done. I have recently spoken to the entire company to encourage them to talk to me, our head of ops or their manager if they have issues so we can address these concerns. 
 I’m afraid I have to say, some of the items in this review are not factually correct and may have been misinterpreted as stories get passed along i.e. a high performer not being given a chance to progress. I often get questions on the reason for people leaving, but this is a topic I can’t usually address as it's a private matter. I wish we could have discussed and addressed some of these complaints directly, but ultimately it's on me to reflect on why you didn’t feel comfortable to speak about these and so I apologise for that. 
 We do have a 6 month probation. We give everyone a 30, 60, 90 day plan to help them get started and integrated into Shipamax. This allows for time to help us get people on track if we feel like we’re not quite there, but we think we could get there with a bit more support. Also please note, whenever we’ve terminated someone, we have, without exception, offered more generous severance terms in line with a post-probation contract. 
 Pre-COVID we didn’t allow work from home and we communicated this openly before anyone joined. There have been exceptions to this based on need - i.e. pregnancy, personal things to take care of (boiler, package delivery) or been offered to a couple of people with kids to juggle. We don’t know how the world will look like post-COVID and we will be reviewing - I don’t know what the outcome will be, but I can promise transparency on what the policy is. 
 I do hope you find success in your next journey and apologise that you didn’t have a good experience at Shipamax. We’ve recently formalised our exit interview process, and I’m sorry we didn’t have this in place prior to your departure to help provide an outlet to speak. My door is always open if I can help address any of these issues or help you on your onward journey.
      1.0
      15 Sept 2020

      High employee turnover, lack of company transparency and no company values.

      Anonymous employee
      Recommend
      CEO approval
      Business outlook

      Pros

      Some of the employees were nice people.

      Cons

      There’s a mysteriously high employee turnover rate, I have no idea what the company stands for (what are the values?) and a disappointing work culture. Office is dead quiet throughout the day, no one talks to one another and half the employees seem bored all the time. Can only point my finger at management and leadership for not creating an environment that people can feel comfortable in and want to succeed in.

      avatar
      Shipamax Response
      5y
      Thank you for your feedback, if you have any examples to help us clarify your feelings we’d greatly appreciate you getting on touch to help us understand where you feel we went wrong. We highly value candour. We’re certainly not perfect, and it’s been hard to keep up morale during lockdown. As a leader, that’s ultimately on me to do more. We’ve just rejuvenated our ‘Culture Club’ which got a bit lost at the end of March as we adjusted to the new norm. Having opened up the office a few weeks ago, the feedback we have is that it’s been really nice to get back in and talk to each other again and we’re seeing more and more people wanting to come back to be a part of the team. That being said, there are always teams that are more chatty and some that are quieter - there’s always room for introverts here too :) In Jan-March we did a large company exercise to involve the team in defining our values. We still have work to do to incorporate these in our day to day, but I’m proud of the behaviours our team show to align with these. These are: - Think & act like one team - Consistent, high impact delivery - Start small to go big - Act like a partner, not a vendor On transparency, this is one of the key bits of feedback I get relayed as being really strong, so would welcome feedback on why you feel this is not the case. It’s fair that like most startups we’ve had some turnover - most of which has been a bad fit in one way or another. Sometimes that’s culture, sometimes we’ve just got it wrong. We always try to act fairly here and are consistently review hiring practices to make sure we get better. I’m thankful we also have a bunch of high performers who continue to thrive. In March we established an Operations team to help us with people processes as we grow - it's hard to do this on top of everything else as a founder so we are playing catch up on some areas. In July we launched a progression framework to help create structure on development. We’re in an ongoing process of helping our managers with the tools to help their teams grow and succeed.
      2.0
      5 Mar 2021

      A fair review of my time at Shipamax

      Anonymous employee
      Recommend
      CEO approval
      Business outlook

      Pros

      The challenges the company is tackling is interesting, and are what inspired me to join Shipamax The employees were motivated and there felt a warm unity, even after we moved to working remotely following the outbreak of COVID People make time to help you, which is important given how much there is to learn within the logistics industry this was nice to see You are provided great equipment Office location is great, and very easy to get to

      Cons

      To start on a rather depressing note, my mental health was botched at the time of my exit. I genuinely hope that the exit process has improved, which the CEO has alluded to in her replies to the negative reviews (if it is worth anything then I do believe her words when she says work has been done to improve this process, given how it felt when I was chaperoned out the company). To summarise - with little notice, the exit was conducted swiftly and with brutal efficiency. Upon exiting, very little explanation (or goodbye) was provided by the CEO or CTO (rather a note passed from the former to the exit interviewer). I can foresee a challenge to this if the CEO replies, but I want to reiterate that very little explanation was provided to me (more along the lines that I was a mistake). It felt like being broken up with and then being told "it's not you, it's me." The generous exit package the CEO mentioned in her replies to the negative interviews included many lines of law-filled-jargon, heightening the awful feelings of anxiety and adrenaline experienced in the moment. In that state, I was then given around minutes to make a decision (either accept or decline - with COVID uncertainty wasn't the decision already made for me?). Few people left after I joined, and it appears a fair few have since followed suit after my exit - this has been touched upon in the other reviews so I won't go into anymore detail. There's an outside HR company who work with the company, and it would feel quite awkward and uncomfortable when they would fleet into the office, not say a word and then drop out. I think this can be solved by encouraging them to say hello to the employees. Otherwise it could easily be misconstrued that HR wasn't part of the company at all but rather employed to protect the company their employees and enforce internal disciplinary actions (or maybe that's exactly what they were hired to do). The CEO's open door policy was not something I felt, perhaps my own fault but it appears from the other two negative reviews that they felt unable to speak to the CEO too (maybe that's why we aren't at the company anymore, albeit I don't believe correlation equals causation). On the flip side, towards the end of my tenure when issues were arising I felt unable to approach the CEO, and I had rarely spoken to the CTO so did not feel comfortable reaching out to him. The infrequent times we were able to cross paths, I felt like I was a burden and not worth her time. Pre-COVID I would watch investors come in and out the office, and would be saddened at how they were provided all the one to one face time in the world with the two most senior leaders at the company. It's fair to say they provide the company investment - but weren't I and every other employee what made the company? To sign off the cons, given my experience when I left (and more darkly how it felt after) I do not feel comfortable speaking about these concerns in greater detail via the CEO's open door.

      avatar
      Shipamax Response
      5y
      Thank you for providing your feedback and I’m sorry your exit experience was negative. I will make time to chat with you if you would find it helpful in your onward journey - please just reach out. If you feel uncomfortable speaking with me, our Head of Ops is also always around to speak. I’m a little bit confused by some of the feedback, so I’d like to try to clarify a couple of areas: - I’m afraid I only get involved in exit interviews with team members I directly line manage. I appreciate this may have been confusing at times as I made some hires before the management for those teams were put in place / I was the initial hiring manager. After putting management in place, I do try and trust the handling of these matters to managers. I don’t know the details of this case, but I apologise if whatever happened came across as not having time for you. - You should have absolutely been given time to review the exit package - I don’t know why this would not have been done - but I will make explicit to the team based on your feedback. - We work with an external HR consultancy for projects, but they don’t get involved in any day to day HR items. For example, they helped us with a company handbook, values and now management training. Day to day HR is fully managed in-house. We also gave them office space for when they were working for other clients - so it may just have been that they were having a busy day on these projects. - We occasionally have investors visit, but as most are in the USA this is rare. Often these meetings are them providing me / the company help, but we also have a responsibility to provide updates. We have board meetings externally. - We/I have concretely never faked reviews. My only assumption on the writing style is that I am admittedly a stickler for short communication styles & clarity of thought. It does tend to be a clear trait of our top performers.
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      ReviewsShipamax reviews

      Glassdoor has 19 Shipamax reviews submitted anonymously by Shipamax employees. Read employee reviews and ratings on Glassdoor to decide if Shipamax is right for you.