Curemint Reviews

Thank you for taking the time to comment about your experience at CureMint. We are always looking for ways to improve, and feedback such as this allows the team and me to reflect on what we are doing well and where we can be better. I appreciate the positive comments and hope my responses to the con list are deemed insightful. - High employee turnover across multiple departments: We hate to see turnover, and as a young startup finding itself, we admittedly have missed the mark during our hiring process on a few occasions. After reflecting internally, we realized that there were a few things we could do to improve. 1. Hire slower 2. Crystalize our company core values and ensure they are visible and discussed throughout the hiring process. 3. Implement a standardized 1:1 cadence for each manager and team member. - No parental leave policy (punted because it wasn't relevant "yet"): Now that our team has grown from 8 to 23 employees, we felt it was now appropriate to establish a parental leave policy that is communicated to prospective and current team members. - No escalation policy exists to address or protect employees from retaliation when they raise(d) concerns about discriminatory, biased, or negative experiences: I am proud to state that starting late 2020 we made a commitment to invest in DEI experts to help us evaluate and recommend ways in which we can improve in this area. One of the outcomes has been the establishment of a policy that includes, but is not limited to, a direct mechanism in which anyone can communicate directly with me anonymously. - Leadership declined to make a public statement in support of Black Lives Matter in 2020: I take full responsibility for this decision and still believe it was the right decision. While I did address this internally and created a space across the company to discuss it, I did not feel comfortable commenting on it publicly. In full transparency, I did not feel I had enough experience or understanding of the situation to speak on it in a meaningful way, as we were not sure at the time what we could do to help. Since this time we have invested heavily (for a company at our stage) in our DEI culture, making it one of our core values and KPIs. - Ego-driven environment: Our first core value is "Team First", and I personally will not stand for anyone's ego getting in the way of that core value. It hurts me to hear that your experience was anything different. We have established 1:1 formats and anonymous methods in which violation of the team first value can be brought to the surface so these types of feelings can be addressed. - Leadership is not transparent with employees (claims they prefer "honesty" over transparency): Compassionate Candor is one of our core values, and we pride ourselves in honesty. We try to be as open and transparent as possible without burdening our team with tons of information that does not necessarily affect their day-to-day life. Brandon McCarty