Bird Reviews

I do not leave job reviews often, but at this point, I feel it is important to be honest about my experience. Unfortunately, I believe the company is heading in a very concerning direction and may not have long-term stability without major leadership changes. The biggest issue is that there are employees across the company who actually understand the work, the markets, the operations, and the partner relationships, but executive leadership and upper management are not properly equipped to lead the business. There is a pattern of promoting the wrong people, laying off talented employees, and expecting the remaining teams to absorb more work with fewer resources. Layoffs feel frequent, communication is poor, and morale has suffered. It is especially frustrating to see people let go while the company continues to promote select leaders who are already highly compensated. That sends a very disrespectful message to employees who are overworked, under-supported, and worried about job security. The biggest issue, in my opinion, starts at the top. I believe the CEO has lost the confidence of many employees because leadership communication often feels dismissive, overly corporate, and disconnected from what is actually happening in the markets. All-hands meetings can feel like a waste of time, with leadership focusing on financial language, EBITDA, and high-level talking points while avoiding the real operational and cultural issues employees are facing. The company would benefit from serious board-level review of the CEO’s performance and whether the current executive leadership team is truly the right group to lead the business forward. Quite frankly, I believe the company could be run better under different CEO leadership and with fewer executives who are disconnected from field realities. Markets are under-resourced, teams are overworked, vehicles are limited, tools are unreliable, and many decisions seem to be made by people who are too far removed from the actual work. The company also relies too heavily on broken or inaccurate systems and data. Tools like Raven have created real challenges in markets, and decisions are often centralized by teams that may not fully understand local conditions. Field operations and government partnerships teams are expected to manage complex city relationships, compliance needs, market health, rider issues, and partner expectations while receiving limited support. There is also a lack of real investment in talent and local markets. The company seems to focus heavily on its top markets, but even those markets appear under-resourced and poorly supported. Employees outside of executive leadership are extremely overworked and still expected to smile through uncertainty, layoffs, and constant pressure. The culture can also feel cliquish and dismissive. For a company full of adults, it can sometimes feel like high school. There are people who act as if they are above others while making decisions that negatively impact the business and employees’ lives. Employees are not always encouraged to fix problems. It often feels like leadership wants people to say yes, keep their heads down, and avoid challenging flawed decisions. I watched this company come out of bankruptcy with leaders who appeared to care more about the people and the mission. The current version of the company feels like a shell of what it used to be. At this point, I would not recommend building a long-term career here unless there are major changes in executive leadership, transparency, operational strategy, and investment in employees. If someone wants to work in micromobility, I would honestly recommend looking at other companies first. Every company has issues, but employees deserve some sense of stability, respect, and transparency. At Bird, it often feels like people are treated as expendable.