Pros
The product has remarkable potential for growth, and many aspects of it are genuinely engaging to work on. Compensation is very competitive, particularly for employees based outside Germany, since everyone receives the same salary regardless of location, often well above the local market average. There is also a strong culture of social involvement, with well‑organized events, parties, and activities that help people feel included. Although there are occasional periods of intense pressure tied to specific deadlines, the overall work–life balance is quite good, and most of the time the workload feels manageable. It's worth noting that experiences can vary depending on the team, but many enjoy a sustainable pace. Overall, despite the disadvantages, I would still recommend joining the company if you’re looking for a role with reasonable expectations and a solid work–life balance.
Cons
The company has a very strong top‑down culture, which can be a disadvantage if you're looking for an environment where ideas flow from the bottom up. Developers and team leads are largely treated as executors, while tech directors make nearly all decisions about what the team will work on, whether it's fixing issues, building new features, or handling maintenance. Although this varies by team, my experience in a consumer‑facing unit was that if an idea didn't originate from the tech director, it had almost no chance of being approved. Suggestions and improvements are often dismissed, which makes it difficult to feel ownership or contribute meaningfully to the product's evolution. There is also a broader cultural issue around quality and long‑term thinking. The focus is almost entirely on delivering features as quickly as possible, often at the expense of maintainability and technical soundness. Many people tend to do only the bare minimum required to complete a task, and there is little emphasis on learning, self‑improvement, or striving for excellence. This short‑term mindset is reinforced by management, who prioritize speed over quality and frequently justify this approach by pointing to competitors who push even harder and faster. As a result, long‑term technical investments, maintenance, and refactoring are often deprioritized or rejected unless they promise an immediate financial return. Remote culture has also declined significantly. Recent policy changes require employees to return to the office, with very few exceptions. Remote hiring has essentially stopped, both within Germany and internationally. Leadership structure can also be problematic. Several people in higher positions, including tech directors, were promoted rapidly when the company separated from its parent organization, simply because roles needed to be filled. While they may have strong historical knowledge of the product, many lack the technical depth expected for their positions.