JobLeads Reviews

First of all, thank you for your feedback. Although it is not what we would have expected… Since we live an open communication and feedback culture and offer multiple channels and opportunities for anonymous feedback, it would be great if you could share your thoughts and be more specific there as well. Otherwise, it is hard to really improve things. Anyway, some comments to your statement: Glassdoor is meant to rate companies as an employer and not their products. So let’s focus on that and leave your comments on our product out. Building a business always means finding the right balance between costs and revenue. But we know that our crew is the backbone of every success we had in the past, have now, and will have in the future. Therefore, we invest in our crew - not only by paying competitive salaries across all our teams and departments - but also by offering a supportive environment. Just to name a few measures: - This year, we started our "Wellbeing Wednesday" to focus on health issues; - We started cooperations with health insurance companies to offer our crew ways to stay mentally and physically healthy during those special times; - We involved the whole staff in defining our company values; - We started a regular Pulse Check to get a better grasp on the atmosphere and issues our teams might have and share the results publicly; - We invested in and set up a new tool for feedback, 1:1s, and annual reviews to be more sustainable in people development (so you are right - we can and will improve on this specific topic.) - We invest in multiple events like virtual lunches, team quizzes, etc., although we were somehow limited due to COVID-19 and had to cancel our annual sailing trip and X-mas party. So we are doing a lot to improve on people-related topics and our management not only backs it - it's pushed by them. Professional growth and development is a topic that - admittedly - could have been better in the past. There was growth - many of our Team Leads have grown from our own ranks - but it was not structured enough. This is something we are now working on, e.g. by defining seniority levels as well as career paths. To strengthen our leadership crew further, we also set up the so-called “Meet & LEAD” to train and further develop our Leads and establish a regular exchange within this specific group. We are sorry to hear that you might not be happy with your direct manager. But we are convinced that this is more a personal problem (which should be worked on anyway!) and not a general problem at JobLeads. Talking about loyalty – this is not a one-way street. We have colleagues who are with us now for more than 10 years and we hired many new people over the past years. And because of our open and friendly atmosphere and work environment, we are able to bring all of them together easily. We are also proud that even through the Corona Pandemic we were able to keep the team together, support everyone to adjust work to their personal situation (home office, child care, flexible working hours, visiting family abroad and work from there, etc.), and fortunately received a high commitment from a very big majority of our crew. But of course, everything can always be even better. We would appreciate it if you bring up your issues internally through one of our anonymous channels more specifically so that we can work on solutions and improve even more.

Thank you for sharing your opinion. It is good to see that you liked our office in the city center of Hamburg. Although we currently can unfortunately not really benefit from it because of the Corona Pandemic, we are already looking forward to getting together there again at some point and enjoying the good atmosphere within our diverse and multi-cultural team. I cannot see here how long you have been with us. That you felt micromanaged and not supported in your development is important feedback. This is exactly the opposite of what we as a company want to achieve. Our culture promotes responsibility and independence. Depending on the department or specific role and the experience level of new colleagues, it might be required to work even more closely together at the beginning to understand each others' working methods, goals, and ideas. And after some time we naturally look into ways how to develop each colleague further. We agree that this development could be more systematic. That is why we recently worked on general development processes and just had our first Leadership training with the whole leadership group at JobLeads with an external trainer - fully virtual. And we are also working on more transparent career paths. This has been an issue and we received internal feedback on that as well. Which we always take serious and move ahead with concrete measures. The whole JobLeads crew is working remotely since March now - of course, because of Corona. Although we had the technical setup already before, it was a new experience for all of us. At least to that extend. And that we are still successful and even are exceeding our goals is only possible because our crew takes responsibility, is highly committed, has a great team spirit, and lives a culture of collegiality and mutual support. It is sad to hear you did not experience this. I cannot say why that was. But this is the worst thing that can happen. We have different measures in place like regular 1:1, feedback talks, open communication structure, feedback boxes, etc. to avoid event he slightest tendency of negative developments. But we will have an even closer look at a cooperative togetherness where everybody feels welcome and valued. Looking at other feedback on this platform shows that we are doing a good job in general. Now we have to make sure that really every colleague feels that he/she is part of a great, friendly, and motivated crew.