Compare Bazaarvoice vs RetailMeNot BETASee how working at Bazaarvoice vs. RetailMeNot compares on a variety of workplace factors. By comparing employers on employee ratings, salaries, reviews, pros/cons, job openings and more, you'll feel one step ahead of the rest. All salaries and reviews are posted by employees working at Bazaarvoice vs. RetailMeNot. Learn more about each company and apply to jobs near you.
- Bazaarvoice scored higher in 3 areas: Career Opportunities, % Recommend to a friend and Positive Business Outlook.
- RetailMeNot scored higher in 4 areas: Overall Rating, Compensation & Benefits, Work-life balance and Culture & Values.
- Both tied in 1 area: Senior Management.
What Employees Say
- "Work from home" was the most mentioned Pro at Bazaarvoice.
- "Free lunch" was the most mentioned Pro at RetailMeNot.
- "Austin" was the most mentioned Con at Bazaarvoice.
- "Downtown" was the most mentioned Con at RetailMeNot.
I have been working at Bazaarvoice full-time for less than a year
Local leadership have been very supportive during Covid, felt no pressure to return to the office, was provided with equipment to help work from home and had regular check ins to see how you were.... People have really made the effort to keep up social contact via things like weekly random coffees despite everyone working from home which made working form home less isolating. Working on some interesting greenfield development with the freedom for the team to design as they think best suits the situation, with no need to run your design past a technical review board or the like. The encouragement to learn and share you knowledge with others through communities of practice has really helped break barriers down between teams. Local product ownership. Scale of the data is enormous and presents interesting challenges. Interesting and relevant domain, online shopping is only going to continue to grow and Bazaarvoice is very much an enabler of that. Its quite funny seeing the recent 1 star reviews harking back to "superior" culture in the past of "Rockstars" where it sometimes felt like I was back at school with a "Rockstars" clique who expected that the non-rockstars should hang on their every word (like refusing to go to a social event as the "wrong" people from the office were there) and recognising the writers are the people who couldn't cope with the feedback that the rest of the office didn't want the Rockstar culture and that they needed to be inclusive and work as a team. There was a lack of self-awareness from some of these people that they were the problem which reflects in the reviews. The constant harping on about the supposedly superior technical standards of the past seems to be more about massaging their bruised egos and doesn't seem to bear any semblance to the reality of their actual contributions. From a current employee the reviews really come across as these people having a tantrum because they couldn't handle criticism and taking their ball and going home with it. The spouting of some outright lies because you don't like the change (like the Belfast office closing when we currently have highest headcount at any point of its existence and are still hiring) and trying to suggest cronyism by management for all new hires (continuing the theme of new=bad, old=good) all seems very childish and completely unprofessional (I mean it’s a job not your life). That being said the above doesn't apply to all of the recent leavers, there were some people who were a real loss (technically and culturally) but they aren't the ones leaving the 1 star reviews.
Some of the Austin leadership seem to be more focused on empire building and nice org charts than actual leading and don't seem to know (or care) whats teams in their area are up to. There seems at... time to be more interest in being the smartest person in the room and centralising decision making than in empowering others to succeed. Some of the new Indian based teams don't seem to understand the concept of teamwork and think their failure to consult and plan for work need by your team for new release constitutes an emergency on your part over actual client issues.
Advice to Management
Ignore the one star reviews and continue on the current path. Try to influence executive leadership to be more open to feedback and less North America centric.