Great people and product with no noticeable downsides - Sales Manager FloQast Employee Review

Genuinely strong benefits. 12-week paternity leave is real and appreciated. The people I worked with directly were hardworking and talented. That's about where the positives end.

The CTO is systematically dismantling engineering, and senior leadership is either complicit or asleep. The work-life balance that once made this company a genuine differentiator is gone. Daily production incidents are now normalized — a direct consequence of gutting the QA team through a series of layoffs, forced exits, and outsourcing. The offshoring initiative has been a particular disaster for work-life balance. Engineers were told offshore teams would work around US schedules. That was not true. Expect pings on Saturday and Sunday. Expect late-night messages. The CTO himself will DM you on a Sunday for something that could have waited until Monday. The RTO situation is being handled with zero transparency. If you're within a two-hour radius of a California office, you're being quietly pressured to come in — but this has only been communicated to California employees. No formal announcement. No company-wide policy. Just quiet pressure. The CTO's hiring practices deserve scrutiny. A pattern of loyalty hires has brought chaos and stress into engineering. Whether these hires were rigorously vetted is a fair question. What's not in question is the impact: added instability, a culture of working nights and weekends, and an implicit expectation that everyone else does the same. Anonymous Q&As — once a meaningful feedback channel — were eliminated when the company removed anonymity. No one asks questions anymore. Funny how that works. The long-tenured, high-performing engineers who were FloQast have left in droves since the new CTO arrived. The institutional knowledge is gone. The culture is gone. The company I joined no longer exists.

Benefits are fairly standard. Some flexibility existed previously, but the company has moved away from remote work.

FloQast has lost a lot of the identity and momentum that once made it feel like a standout company. The product is inconsistent and often does not perform reliably, which is especially concerning for a platform positioned toward enterprise customers. The company also appears to be behind competitors in terms of innovation, and leadership tends to be reactive rather than strategic. Culture is another major challenge. While company values are frequently discussed in all-hands meetings, they often do not reflect the day-to-day employee experience. Concerns around turnover and retention have been raised repeatedly, but leadership has not shown meaningful urgency in addressing them. Feedback is often met with responses implying the company “isn’t for everyone,” rather than a willingness to improve. Additionally, there are ongoing concerns around fairness and career growth. There is still a noticeable “boys club” dynamic, and internal mobility and promotions do not always feel transparent or equitable. In many cases, roles appear to be filled without giving all employees a fair opportunity to be considered. Overall, the company would benefit from stronger leadership, more accountability, and a greater focus on valuing and retaining employees.