Quick Release Compensation FAQ

Read what Quick Release employees think about their compensation at the company.

Quick Release has a compensation and benefits rating of 3.4. If you want to know how much Quick Release employees make, head to their Salaries page to see a list of salaries per occupation, along with bonuses.

All answers shown come directly from Quick Release Reviews and are not edited or altered.

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4 English questions out of 4

28 January 2021

What is the salary like at Quick Release?

Pros

Earnest attempts at: diversity, fair business practices, open/ honest management, and open book accounting. Some of the managers are solid people working extremely hard to push the business in the right direction, who genuinely care about their employees and the stated beliefs of the business. The employees are generally incredibly high caliber&consistently blow away expectations with their performance (&just generally being very cool people).

Cons

Management overall still comes across as shady. Promotion is more about who you know and how much you’re liked rather than if you’re qualified. The bar is constantly changing as to who can apply for what, and when depending on if management’s favourite is ready to apply or not. Management consistently breaks promises, and slights employees for reasons that are thin at best, all the while pushing a “family” atmosphere. The salary is not enough to compensate for the volume of work you’re expected to do, and while “culture” used to make up for a lot of what the company lacks in upward mobility& development, in lockdown that has completely disappeared. Now it’s just long hours, mundane work, & mediocre pay. You can earn a lot more doing the exact same work for client companies&there has been a lot of leakage from Quick Release in precisely that direction.

Advice to Management

Practice what you preach, stop promoting blatantly unqualified people who have never even taken a management course in their life, much less managed a team, just because of seniority or you “need a manager”. It does nobody any good to have somebody you call a manager that has zero idea how to perform the role& was just excited about a pay increase.

The salary is not enough to compensate for the volume of work you’re expected to do, and while “culture” used to make up for a lot of what the company lacks in upward mobility& development, in lockdown that has completely disappeared.

28 January 2021

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2 July 2021

What are other benefits and incentives like at Quick Release?

Pros

- Opportunity to start a software engineer career with no experience - Some opportunity to experiment with different technologies - Made some great friends within the development team

Cons

- Software Development Projects cause burnout as you are giving direction to internal management, managing client expectations, teaching an analyst how to be a product owner whilst trying to deliver software with unrealistic time constraints - Lack of understanding from the business of what the software team does and when scoping projects you're expected to see into the future and see how long huge projects will take and justify exactly what that time will be spent on. When inevitably requirements change or unforeseen challenges arise you are then blamed by management for taking longer than you initially predicted. - Team used to be based almost solely on VBA projects and so you will be expected to learn and help sustain legacy VBA projects if not made to build new tools in VBA. - All employees in tech teams (product/engineering) have never worked anywhere else so no sense of best practice and how to build sustainably. - Struggle to recruit experienced developers who would bring better practices due to lower than industry standard salary. - Test coverage is usually an after thought and only if you have the time. - All design falls on product owners or developers with no experience in design which results in all tools being carbon copies of a bootstrap student project. This is the same for Technical Design - there is none. - Learning and development has been "solved" with SPLIT (a half day every two weeks for developing a side project) but this is often too disjointed and self driven. Projects have to be approved for this and are only allowed if "adding value to the business". - Limited exposure to learn about different aspects of software development e.g. design (no designers), architecture (all is handled by the CTO). - It's considered a "perk of the job" to have responsibility over projects and clients - this is not a perk that QR_ pay for with developer salaries. - Use Scrum as a crutch for lack of experience which results in the opposite of agility where a sprint is viewed as a contract and the burndown chart is reviewed daily in every stand up. - Pair programming is discouraged as perceived as "wasting time". - Unfair opportunities for quality of projects e.g. some people worked on continuous burnout cycle of 6 week projects for years where you can't take time to improve your code quality and learn through patterns, whilst others were put on permanent assignment to large tools with freedom to learn and grow. This resulted in a team divide where the latter were promoted to "leadership" and almost everyone else left. - Unrealistic product plan to develop new tools which actively shows the team is under-resourced and unable to complete this plan with no push back from management. - Mass exodus as people realise better places to work with better pay and less responsibility.

Advice to Management

Address the above, you have to pay for experienced people to reform the team and bring the team up to scratch in line with the rest of the industry.

Struggle to recruit experienced developers who would bring better practices due to lower than industry standard salary.

2 July 2021

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27 April 2021

Does Quick Release offer a daily bonus?

Pros

Good pay and good people

Cons

Bad manager and bad management

Advice to Management

Be more friendly

Good pay and good people

27 April 2021

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10 February 2021

What are pay rises like at Quick Release?

Pros

The people you will meet in Quick Release are some of the brightest and nicest people in the business. Approaches to problems can be very different than any other companys.

Cons

The company keeps switching between Start-Up and corporate attitudes according to how the company can benefit the most. There is no real development for employees after the Senior level and it feels like that is somewhat the intention as more experienced people ruin the profit margin. Almost no money is spent on certifications in specialized fields, only internal training with huge differences in quality. Favoritism plays a huge role when it comes to promotion to the management level. Whether you succeed in this company or not is heavily linked to being liked by management and not necessarily linked to being good at what you do. Socials in the company are great because of the people that work here but you are passively forced to participate as it is crucial to be seen and liked to be put on good projects. Salary follows a frozen scheme, starts competitive, and becomes less and less competitive as you progress through the mandatory stages. There are no yearly salary increases linked to your performance and everyone on the same level earns the same. So it doesn't matter if you put in the somewhat demanded extra effort as the company has no real mechanism to reward good work. Overtime is normal and it is always a discussion to get the extra hours balanced out. As an employee, you are always expected to go "the extra mile" and behave absolutely perfectly, however, management does not adhere to the same standards.

Advice to Management

Practice what you preach, reward good work and find ways to give back. Especially as you demand too much from all of your employees in these demanding times. If personal sacrifices are considered mandatory find a way to show some appreciation for your employees.

There are no yearly salary increases linked to your performance and everyone on the same level earns the same.

10 February 2021

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4 English questions out of 4

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