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      Testlio

      Engaged employer

      Testlio Reviews

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      3.4

      52% would recommend to a friend

      (115 total reviews)
      avatar

      Summer Weisberg

      44% approve of CEO

      46% positive business outlook

      Ratings by category

      3.8

      Diversity and inclusion

      3.4

      Work/Life balance

      3.3

      Culture and values

      3.3

      Compensation and benefits

      3.1

      Career opportunities

      3.0

      Senior management

      Testlio has an employee rating of 3.4 out of 5 stars, based on 115 company reviews on Glassdoor which indicates that most employees have a good working experience there. The Testlio 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

      115 reviews
      3.0
      10 May 2023

      A lot to like. Some to avoid.

      Anonymous employee
      Recommend
      CEO approval
      Business outlook

      Pros

      The opportunity to meet and work with people from all over the world in a intimate setting is special. The founders are good people and the team is good. The Estonian group in particular is tightly knit and full of individuals who I came to appreciate and care about. There is what I would describe as a feminine energy to the company that is genuine. While I am not personally sold on the long-term prospects of the company (it is a space where price is too much of a factor, and the sort of 'reverse offshoring' operating model is hard to scale without becoming inequitable), I don't regret my time here. I think it is probably a good place to be mid-term, and that if the cards are played right, the company will eventually be bought by another, larger company and people will do pretty well off of their equity.

      Cons

      Be cautious if you're going to be non-technical or work near the CEO. If you are outside of the Americas or in a technical role, that's a better deal. The team you are on determines the experience you will have. More than that, your organizational distance to the CEO is key. The CEO very much runs things day-to-day, whereas the founders have taken a step back/been pushed back over the past few years. Certain parts of the company that are closer to the CEO's background (operations/sales/marketing) are ruled by the CEO's whims and ego. While this individual has worked to better themselves, I witnessed outbursts, fits of impulsiveness, and gaslighting that are indicative of how difficult it is for people to change, and to appreciate the perspectives, aspirations, situations, knowledge, and experiences of others who are different from or have less than they do. I do not think the CEO's leadership and manner are healthy for the company long-term, or healthy for anyone close to the CEO organizationally, who is deemed by the CEO as less-than, or that the CEO takes a keen interest in. It is a bad idea to get on the CEO's radar, or to in any way challenge their decisions, set and often outdated ways of thinking, or authority. Do so, and the 'real' CEO will emerge. And it is unpleasant. I witnesses some truly twisted decision-making, dynamics, and relationships that were far more subtle and toxic than any other workplace I've been a part of, all tied to the CEO. These are hard to see unless you're subjected to them because of the distributed work model and compartmentalization of individual teams. Fortunately I was not impacted as directly as some others were. I now get why they left or were targeted for layoffs, and why they acted the way they did as they left. At the end of the day, any among the $2M Austin Mansion Tech Class are going to have a pretty thick reality distortion bubble built of their own experience and money. These are competitive bunch driven by a vaguely progressive materialism. No amount of lipstick on the pig and faux-zen mannerisms and word choice can totally blot out the realities of well-off, mean-spirited people. Even ones who do try to at least act better. I would rather deal with regular, not so nice people. They're easier to compartmentalize and dismiss.

      avatar
      Testlio Response
      3y
      Hello, this is Steve, CEO of Testlio. To start: I take responsibility for, and apologize for, actions of mine that have hurt you and/or others. When your review was published, I immediately surfaced it to our founders and board of directors. They reviewed it and we have discussed it. I’ve also asked key members of my leadership team to reflect upon it and offer me their insights. I offer my personal reply today, May 16, 2023. To begin, your comment of “do try to at least act better” does a good job of capturing my journey. I have natural and learned wiring that pushes me to work hard, operate competitively, and “challenge things” (per Testlio’s values). The shadow-side of this wiring is that I am sometimes hard on people, as you call out. What you describe as “outbursts” can be me at my worst, allowing my frustrations to come through in ways that aren’t aligned with my leadership principles. For any outbursts you have seen or experienced, I apologize. My competitiveness can help companies perform well financially. For example, Testlio grew revenue 5x during my first 4 years as CEO while we brought the business from losing money to profitability for 3 of those 4 years. Going forward, my goal is to maintain my drive and eliminate behaviors that can be viewed as outbursts. You also use the terms “impulsiveness” and “gaslighting” in your review. I’d like to address both. While I acknowledge that at times I can seem impulsive in an individual situation (e.g. a small team Zoom meeting), I hold that I am generally a thoughtful leader. What might seem impulsive usually comes from a deeper place where I’m seeing something that doesn’t seem to be working well for our company and/or I’m concerned about a decision we’re about to make. Further, if you spend time with my direct reports and work with me over long periods of time, I think you gain a fuller perspective of how I generally am not impulsive on critical decisions (sometimes to the frustration of people who want me to make important choices faster). I also hold that my team will tell you that I’m pretty good at changing my mind based on updated situations and broad input. Please also note that several members of the Testlio team have known and worked with me for more than 15 years (a few across multiple companies). Additionally, I originally met the Founders of Testlio in 2013, advised them from 2014-2018, and joined Testlio full-time in 2018. They offer this quote today: “Over our decade-long collaboration, Steve’s impact on our company has been transformative. From the early stages of Testlio, his involvement, investment, and ongoing guidance have propelled our growth. As CEO, Steve inspires us to embrace growth, fosters a supportive work culture, and prioritizes diversity and inclusion. Our trust and dedication to him in this role remains steadfast and unshaken.” - Kristel and Marko Kruustük, co-founders and board directors, Testlio. Additionally, in my 4.5 years at Testlio as CEO I’ve had mostly consistent direct reports. The average tenure of my executive leadership team during my time at Testlio is 3 years, noting that 5 members of my team have been with me the whole time I’ve been at Testlio. Turning to “gaslighting,” it’s a phrase that is being used more in American businesses. One definition of gaslighting is “a specific type of manipulation where the manipulator is trying to get someone else (or a group of people) to question their own reality, memory or perceptions.” But there are other uses of gaslighting, inclusive of concepts like, “invalidating something you’ve just said” or “questioning the veracity of your statements.” Before your review, I’ve never been told that I use gaslighting. Today, I asked seven members of the Testlio team, along with my wife of 25 years, if they have ever seen me gaslight someone or experienced gaslighting themselves. They all said no. Stepping back, if I take the first definition of “manipulation” I also struggle to see examples of gaslighting at Testlio (my own or others). But if I take a looser definition of “invalidating” or “questioning”, and I think about the context of power dynamics, then I can see situations where some of my actions could be experienced as gaslighting. For this, I’m sorry. To you, and to others. In closing, thank you for your perspectives. Aspects of what you provided encouraged me to recommit to my personal and leadership journey. Looking ahead, I offer this pledge: I commit to being open to feedback, coaching, perspectives, and input. I actively seek and appreciate specific call-outs on my behaviors. I continue to work on my shortcomings and strive to avoid doing harm to others. Sincerely, Steve CEO Testlio Inc.
      1.0
      4 Mar 2019

      Management doesn't care about people

      Anonymous employee
      Recommend
      CEO approval
      Business outlook

      Pros

      Flexible working times, most of QA / HR / engineers are nice people to work with.

      Cons

      Management doesn't care about their people, if you have a different opinion than them about anything, you risk getting laid off. They are nice and friendly when they need something from you, but as soon as they have used you they drop you like a hot potato.

      avatar
      Testlio Response
      7y
      We’re really sorry to hear that your experience wasn’t entirely positive despite our best intentions. At Testlio, we always try to treat our employees with care, respect, and dignity. Like most companies, we may have to make some structural or organizational changes to support our business needs. When that happens, we try to make things as smooth and seamless as possible for any impacted team member. We’ve taken your feedback to heart and will continue to strive to do better.
      2.0
      6 July 2023

      A Call for Change

      Anonymous employee
      Recommend
      CEO approval
      Business outlook

      Pros

      There's a nice set of benefits for full-time employees.

      Cons

      Challenging Collaboration Across Continents: Working with colleagues residing in different time zones presents a significant challenge. The constant need to accommodate varying schedules forces individuals to work during unconventional hours, often at great personal inconvenience. This ongoing struggle undermines collaboration and hampers effective teamwork, demanding attention for resolution. Subservient Upper Management: Upper management appears determined to safeguard their positions by unquestioningly adhering to the CEO's every desire. This unquestioning loyalty stifles constructive input and inhibits the exploration of alternative opinions and suggestions. Such a culture is detrimental to the organization, obstructing growth and innovation. Inadequate Time and Project Management: The CEO's consistent long tardiness to meetings is merely one manifestation of poor time and project management. Prolonged delays and unrelated digressions during these meetings reflect a disregard for colleagues' time and the organization's overall productivity. Additionally, the CEO's inclination to micromanage tasks that should be delegated undermines trust and autonomy among employees. Encouragement of Work During Vacations: The company's management fails to address the issue of employees working during their vacation time, while simultaneously praising those who work late nights or consistently put in excessive overtime. This contradictory behavior fosters an environment where personal time and well-being are undervalued, and employees are expected to sacrifice their leisure and personal lives for the company's benefit. Not only does this practice undermine work-life balance, but it also reveals a lack of commitment to fair compensation and recognition for the extra efforts exerted by dedicated individuals. Addressing this issue is crucial to ensure employee morale and prevent burnout in the long run. Impulsive and Ill-Considered Decision-Making: Critical decisions, such as layoffs, are made hastily without adequate forethought. Upper management rushes through these important choices, neglecting to consider the potential consequences and appropriate mitigation strategies. This approach jeopardizes the stability and long-term success of the company. False and Toxic Positivity: Despite claims of a positive company culture, a stark discrepancy exists between management's self-promoted image and the actual experiences of employees. The culture is marred by a sense of false positivity, where misery and discontent are prevalent among the workforce. This toxic environment is perpetuated by the CEO's disregard for employees as individuals, reducing them to mere numbers in pursuit of financial gain. In conclusion, I strongly urge you to address these concerns promptly and earnestly. By fostering a more inclusive, transparent, and empathetic workplace, we can begin to rectify the existing issues and lay the foundation for a healthier and more successful future.

      avatar
      Testlio Response
      2y
      Dear TestLion, This response comes from the Testlio leadership team, including the Testlio founders. We first offer situational insights as context for others outside of Testlio who might have read your review. As you know, this is a hard moment for Testlio. Our company missed several financial targets from Q2 2022 through Q1 2023. With this, we made a series of tough decisions and financial cuts, inclusive of the elimination of 13 positions (~6% of our workforce) in May 2023. None of these decisions were made hastily and all of the work that we did behind the scenes was done with as much thought, care, generosity, and empathy as possible. At the same time, we’ve been working hard on improving productivity and efficiency. We gently wonder: are the criticisms you express above stimulated and/or amplified by the moment for the company? Have you shared these concerns directly within the company via one of our seven internal feedback channels? If you care for Testlio, why post an essay like this that uses negative terms generally, as if you’re able to capture the true feelings of each person in the company? Do you truly believe, for example, that the CEO of Testlio could micromanage a ~200-person company? And as you call for leaders to “stand up” to the CEO, how do you know that doesn’t happen every single day via a culture of healthy debate, aligned with our values of “challenge things” and “give a damn”? As we currently see it, your post offers generalized observations without specifics nor without what generally appear to be first-hand experiences. It places your personal perspectives on holidays and works over others who have different ways of being and working. It also repeats some things from elsewhere: there are a few other recent Glassdoor posts that offer similar perspectives. And we’ve gone into deep detail on our responses there. For example, you can read our CEO Steve’s response and perspectives, and the founders’ support for Steve, in a review from May 10, 2023. You can read Kristel’s response to a review from May 19, 2023. You can read Jaanus’s response to a review from June 8, 2023. Also, if you go back, you’ll see that Testlio’s Glassdoor rating was 4.6+ (as high as 4.8) and Steve’s CEO rating was 90%+ (as high as 96%) for a multi-year period. During that period, our financial performance was exceptional (using the Rule of 40 and other metrics). We grew, funded initiatives, and had fun along the way. Notably, many negative Glassdoor reviews have started recently, including the three referenced above, during our latest challenging chapter for Testlio, and for companies around the world. We are not offering excuses nor trying to shift perspectives. We are sorry that the business hasn’t performed better and that we’ve made decisions that may be disappointing, saddening, and even fear-inducing. As our CEO, founders, and leaders have said repeatedly: we take responsibility. And we are sorry. Yet, we also ask: if you’ve been with Testlio for more than a few quarters, might you reflect on our better and brighter days? If you care about the company and the people in it, along with the stakeholders we serve, might you lean into our internal efforts to make things better? There are myriad of ways for you to offer input and work directly to foster the improvements you seek. For example, Steve offers open office hours for anyone and does two 1-1 “Donuts” each week with TestLions of all levels in the company. We also have 7 internal feedback channels. Your manager is always available. As is your functional leader. We hope that our response to your post is understandable—and that you also see that we wrote it not only for you but for others who might read it. We conclude by asserting that we gently but firmly disagree with several of the points you’ve raised. Per above, we’ve also addressed criticisms elsewhere, on Glassdoor and within the company. Respectfully, we are focused on returning Testlio to sustainable profitability and growth, so that we can fund important initiatives, provide exceptional service to our clients, and reward the TestLions who work hard for our beloved company daily We hope that you reflect upon the questions, provocations, and invitations that we provide here; that you meditate on the beautiful 10-year history of Testlio and the essence of our company’s values, purpose, and aspirations; and that you find new energy to join us on the next phase of our journey. There are big things ahead for Testlio and we look with excitement to the future. Kind regards, The Testlio Leadership Team
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