Does Box offer an employee assistance or workplace counselling program?

- caring about employees, high salary, many benefits and perks, always taking employee's voices into account, nice people - good wlb - intertesting job with big scale, many challenges to solve, a lot of space to grow

- technical decisions are sometimes not good

Strong Foundational Values: Box has always had a solid value system at its core, and that still shows up in the way the company talks about its mission and trains its employees. There's meaningful alignment around customer-centricity, transparency, and doing the right thing. Smart, Kind Colleagues: Across teams, you’ll find thoughtful, driven, and collaborative people who genuinely care about their work and one another. Good Benefits Package: The company offers competitive benefits and flexibility, and has maintained strong support structures even as it’s grown. Solid Internal Frameworks: There is a clear structure for internal mobility and performance management. Processes are generally well-documented and thoughtfully designed, which creates clarity on expectations. Exciting Product Direction: The product remains strong, and the company continues to invest in innovation—especially in AI, which holds great promise for future growth.

Cultural Dilution as the Company Matures: While the foundational culture is still present, it has become more diluted in recent years—a natural shift for a company at scale with increasing financial and competitive pressures. What was once a more egalitarian and transparent environment now feels more hierarchical. Uneven Policy Application: Policies—especially around return-to-office—are inconsistently applied. While most employees are held to a strict two-day-per-week in-office policy, VP and C-level leaders are often exempt, with some working fully remote. This inconsistency erodes trust and morale. Leadership Disconnect: Executive visibility and accessibility have declined. Strategic decisions can feel out of sync with the daily experience of employees, and feedback loops aren’t as strong as they once were. Performance & Advancement Tied to Politics: While Box has clear performance review systems, ratings are curved—meaning strong performers may receive lower ratings due to distribution constraints. Advancement and pay increases can be heavily influenced by organizational politics and the advocacy of one’s manager. Remote Work Limits Career Growth: Fully remote employees, regardless of performance, are generally no longer eligible for management advancement or internal mobility opportunities, which can be demotivating and lead to attrition of otherwise high-value talent. Compensation Growth Stagnation: Salary increases, while still present, have slowed in pace and have at times been delayed, which is discouraging for long-tenured or high-performing employees. Unlimited PTO in Practice: The company offers unlimited PTO, but in practice, policies around time off have become more structured, with clear limitations on how much can be taken at once.

overall good culture, good benefits, fun

some difficult personalities on admin teams

- powerful and useful product to build, sell and improve - international environment where you can thrive and polish your stakeholder management skills and English command - generous employee benefits and SWAG (for example, +1 PTO day for your birthday) - nice office(s) in Warsaw - opportunities to grow horizontally and doing internal mobility movements - great office and company events - investing in EB heavily - stable contract of employment and offering RSUs - you can make some friends and meet smart people, if you're lucky :) - there are some decent Engineering Managers out there

- Company Values are just on the paper and Make Your Mom Proud means nothing, because there is no human decency and morality among Leadership (for example: offering candidates way below the internally approved salary ranges just because the candidates had lower salary expectations) - Leadership / Directors are always right, they are not open to hear feedback or improve anything, they just wanna hear praises and nice things - there's back stabbing and gossips everywhere so better watch yourself - removing uncomfortable people is a norm, especially when they could get in the way of a Manager being promoted or they would reveal his incompetence - Managers care more about their promotion than promoting their direct reports - there are managers with no people management skills whatsoever, micromanagers encouraging people to work from their vacation and sick leaves, not supporting taking more than a week of PTO, during 1:1's talking more about their travels, plans or loans in francs than about your work and how to unblock you, thriving a culture of blame, fear, silence, obedience and working over hours; gossiping and complaining about other people and other direct reports with you during your 1:1's, if they got a negative feedback in the employee surveys they were provoking weird conversations and sharing guesses who was the author the negativre feedback, not interested in any feedback or improvement because they considered a direct report can't give them feedback; led several direct reports to burnout, ending in a hospital or having a severe breakdown, masters of gaslighting - the most toxic work culture I ever experienced with corporate politics and playing games - no work life balance if you work from Europe - I've seen people who were fired unfairly just because their Managers didn't like them and wanted to get rid of them

Base pay is decent, as are the RSUs you get when you join. Hybrid, at least for now. Offices are OK places, which is good since you'll be spending more and more time there. They will pay part of your lunch.

The company's culture is rapidly going downhill. Leadership seems to be moving to make this place as dreary as possible, where people are purely judged based on their metrics rather than how well they actually do the work. Morale is in the toilet and it shows in the number of outages occurring. People are just going through the motions and the level of toxicity is rising daily. RTO is being slowly ramped up. We went from 2x to 3x this year, and it's mandatory - managers say they are given attendance data from our badges and if you're not in the office 3x/wk you will feel it at performance time. It's almost certain they're going to force 4x/wk this year. There used to be transport cost benefit, but that got thrown away. They also took away the quarterly mental health days this year. Benefits that are left are pretty pathetic compared to other valley companies, let alone "leading" ones, and there are fewer every year. Raises are pitiful, and stock refreshes are rare (and tiny when they happen). Seems like the company is quite happy to give people the equivalent of a huge pay cut after four years; are they hoping people will just leave? Promotions are also a grueling slog and even if you get the title they won't even pay you the money for months afterwards. Stealth layoff last year in the guise of realignment and culling of low performers. Leadership seems to either be absent or obsessively micro-managing projects. The CEO is buried in details, sitting in design meetings approving the appearance of buttons. Meanwhile we bounce from moonshot to moonshot in the hope of somehow appearing relevant in the AI bubble. The stock price keeps falling so it's not working, but it's depressing to watch and morale-sapping.