Adapt.io Reviews

Thank you for taking the time to review Adapt on Glassdoor. We often hear from prospective candidates that they have visited our Glassdoor profile and this has helped them get a better understanding of what it is like to work here. Being candid, I must say that I was very surprised by the extreme tone of this review. I am especially surprised since this is so disparate from most of the other reviews we have received. That said, I hope that the writer of this review and others will find this response helpful. There were no Pros in this review so I’ll address the Cons. “The company has no vision” Our vision is to provide actionable intelligence that delivers quantifiable uplift in revenue for mid to large enterprises. “CEO proof of concept is going on. He uses his powers to test his leadership skills. Recommend not to risk your career during his trial and error period” I’m not clear on the exact nature of the issue. However, next year will be my 30th year of rapidly growing companies and my 15th year of successfully running companies in the COO or CEO seat as you can see on my Linkedin profile here https://www.linkedin.com/in/sanjitsingh3. In my short few months as CEO, we’ve already grown by more than 20% and expect to grow 2.5x by mid 2022. “Zero professionalism in treating employees” It is hard to know what this reviewer means in the absence of specifics. And again, I’m not sure of the exact time that this employee worked here but I recently enrolled the entire company in a joint exercise to define our most cherished company values. As a team, we came up with the following values which we strive to follow in every interaction: Respect - show absolute respect for all Customer Focus - put customer over politics Teamwork - work together for one cause Innovation - break rules to solve problems Adaptability - adjust constantly to the market The two things that we will not tolerate is lack of respect and lack of cooperation. We’ve recently had to terminate one employee who refused to be respectful to fellow employees. We do not regret making this decision and will similarly terminate anyone who refuses to show proper respect to or cooperation with fellow employees, whether they be superiors, subordinates, or peers. “They hire people from reputed Organizations & push them to do what they say. They won't encourage your ideas & suggestions.” We absolutely do hire competent employees from respected organizations. Since we hire “A” players, we are especially interested in seeking routine input from them on everything from defining our values to our marketing programs to our product road map. We have a company “town hall” meeting once per month where we share the entire state of the business, answer questions, and solicit feedback. “No freedom at work” Our company works off of a system of Objectives and Key Results (OKRs). We do this so that our teams are focused on the end results so they can work their way backwards and determine their course. This gives them the freedom to get to their goals however they see fit. Naturally, we check in regularly with everyone on each team to ensure proper progress. “Micro-nano level management. In every step you do, CEO will force his opinions which are old school thoughts” It is hard to know what this reviewer means in the absence of specifics. I agree with the reviewer in that a leader should not micromanage their employees. So neither do I believe in doing this nor do I have the time to do this. More importantly, with Adapt currently having such a strong leadership team, I do not ever foresee a need to manage this way. “The founders doesn't know how to hire a leader in this Organisation” We have three very capable founders who built from scratch a world-class, $1M company that is now growing rapidly. Not only that but one of them, Surender, has spun off one of our key products to create another world-class company, Salegear.io. The second founder, Pradeep, is currently leading a world-class Product team while also running Finance, Legal, and HR. The third founder Gautam has built a world-class data team. I don’t believe they would have accomplished these things without being able to hire strong leaders - and I’m proud of all three of them. But all I need to do is look at our Senior Leadership Team and see the amazing leaders we have assembled. “They don't have female employees more than 3. They don't encourage to hire women. Gender ratio is poor.” Since I joined the company, we hired a female senior executive and 4 out of 6 people on our sales team have been women. Also, we recently hired a female HR Manager and a female Product Marketer. We also have a female software engineer and are constantly looking for ways to add more diversity to our team. We believe that diversity is a strength, not a weakness. “Gender bias is at peek. WARNING ⚠️ women leaders who applies job here, 100% humiliation guaranteed in 1-1 calls with CEO” Please see previous response above regarding diversity. If you are considering joining our leadership team, I encourage you to speak to every single member of our leadership team. I think you’ll find that our 1-on-1 calls are structured around 2 ideas: Where does the leader need input or help with problem solving in order to meet goals? Where does the leader need resources in order to meet goals? I believe in servant leadership but I also believe in coaching, keeping high standards, and holding leaders, including myself, accountable for results. All the strong leaders I’ve worked with understand and greatly appreciate this approach and use the same approach with their teams. “No decision is made based on facts and data. It is purely based on CEOs trial and error period exercise outcomes” It is hard to know what this reviewer means since ironically they have omitted supporting facts and data :-) Everyone on our executive team knows that when a customer requests a feature, our first response is not necessarily to build it. They will tell you that a series of questions must first be answered with data and a business case must be made to justify said features. This is just one of the many data-driven disciplines that we utilize at Adapt. “Their business is supposed to be in data, but they have no time focusing that” The Senior Leadership Team and I invest a significant amount of time and money each month focusing on our data and improving it in ways that provide the most revenue uplift to our customers, since that is the core promise of our vision. “By the looks of it, it appears like a SaaS company, but it is neither SaaS nor Service based. Sometimes it appears like a coaching institute” 100% of our revenue comes from software and data subscriptions as you might surmise from our website, www.adapt.io. We do not currently sell services and we certainly do not provide, or plan to provide, coaching services. “They hire with one JD & expected to work with another JD. Be cautious!” Our team uses the “Who: The A Method for Hiring” framework which means that each Director carefully crafts a Job Description (JD) in collaboration with HR and our CEO (me). We then create a Candidate Scorecard from the JD which is used to score candidates based on their interviews. The highest scoring candidates are passed on to subsequent steps in our process and, ultimately, hired. “The CEO is a racist/narscist - Don't dare to spoil your peace of mind joining here.” Again, we strongly believe in and support diversity as evidenced by the growing number of women on our team. Unfortunately, racial diversity has been a challenge since 99% of our employees are in India. As we expand globally, we hope to be able to continue to diversify in other areas such as race. Perhaps I should first provide a definition of narcissist and then comment on it. Narcissistic Personality Disorder is “...a pattern of self-centered, arrogant thinking and behavior, a lack of empathy and consideration for other people, and an excessive need for admiration.” All I know is that I spend a lot of time thinking about our business and employees and trying to do right by both. “The management doesn't believe in open culture but they keep advertising it in interview that they have open culture.” We’ve created a culture that we are proud of since it embodies our cultural values of Respect, Customer Focus, Teamwork, Innovation, and Adaptability. We have a Company “Town Hall” meeting monthly where we share the state of the business, answer questions, and solicit feedback and input. We have also created a Company Dashboard with our most important metrics so that, in service of full transparency, each employee can see our state of performance at any time 24/7. “One good thing is, the CEOs friends get business out of Adapt.” One of the great advantages of being a CEO is that you get to meet many incredible service providers. Recently when we faced a specific need during a data project, for example, I was able to introduce our Director of Data Engineering to over 20 companies with whom I had previously worked and had a relationship. I am always ready and willing to use my network for the benefit of Adapt and its customers. “They are well funded. Pockets heavy to test leadership hires. Unfortunately, the company lost a few good people due to unprofessionalism of Adapt.” Fortunately, at this point we are not currently seeking money to continue robust growth. We are also fortunate in that we don’t need to spend money testing our leaders since they are seasoned and proven. Since I have joined we have had no preventable and regrettable losses in employees. Either the issue was out of our hands or we initiated the termination due to performance. “Pls be educated about the Indian labour laws. Make policies to prevent employee harassment. Giving powers is not spoil but to protect” We are well aware of and compliant with all Indian and US labor laws since those are the 2 countries in which we have employees. Harassment of any kind is not tolerated and we have explicit policies preventing it in our employee manual which is furnished to each new employee. “Do hire an experienced CEO.” Adapt recently hired me since I have been successfully running companies as either a COO or CEO for the past 15 years. -- Sanjit Singh, CEO, Adapt.io