Jumpcut Reviews

Hey there, Thank you for your sharing your honest thoughts and we’re really sorry to hear that you have a bad impression of Jumpcut’s HR process; that being said however, your review just blatantly isn’t true. We’re not saying that to be defensive or to antagonize you — we literally are just looking at the numbers. In 2018, we hired 66 people and let go of just 7 people. We won’t go into details because we want to respect those people’s privacy, but essentially the only times we have ever let people go, we’ve always: - given them a generous severance package (and plan to always do this) - already given them a number of warnings about the issues we were having with them (e.g. shady behavior, lack of improvement in their work, antagonization towards other teammates) - done it respectfully and only after the leadership team has discussed the decision at length; we take this matter very seriously and would never just let someone go on a whim or without much deliberation That being said, we of course want to minimize the cases where we have to let anyone go at all. We do think 7 out of 66 is a fairly low turnover rate, but we know we can definitely get better, and are working to lower the turnover even more. What that means is: we’re constantly iterating on our hiring process so that we don’t ever have to let someone go in the first place - but once again, rest assured that if we do have to do that, it is always with respect towards the employee (to be clear: if an employee shows any red flags, we always talk to them multiple times and let them know how they’re hurting the team and how they can improve — it’s only if there isn’t any improvement after these warnings that we decide to let them go). Now, regardless of whether you were someone that was laid off or just a friend of someone who got laid off, we hope you see our point of view and recognize that we absolutely are not a company with a “hire and fire” culture, or one that ever has just simply “laid everyone off” (this is, to be frank, an unfair exaggeration and we’re not too sure where it’s coming from). We hope this may shed some light on our point of view. If you (or anyone) have any other questions or concerns - feel free to contact us directly or comment back if you feel that you have genuine constructive feedback - we’d be more than happy to take it in! Peter

Firstly, I want to apologize for the late response, and thank you for the honest feedback. We're very sorry your experience at Jumpcut did not match our goal of being the absolute best place to work. It's never easy to look critically at something you've created, but it's imperative that we do -- and your review has certainly helped us grow into a better workplace today. We've now made it a point to try and set new employees up for success right from the start. Everything from our hiring funnel to on-boarding has been completely overhauled, focusing on each new hire individually to make the experience as effective as possible. Some of our newest team members can attest to the personalized and dedicated experience they've received (particularly when it comes to on-boarding), and I want to thank you for bringing that to our attention. As far as expectations: yes, it's true that we do set the bar pretty high. We unapologetically want the "A-Players" and the "Barrels" out there to be part of our team. But we NEVER want them to feel like work is jeopardizing their personal life or time. We've set truly open work hours (and I mean this in the purest sense - some people arrive at 8am and leave at 5pm, others come in at 2pm and leave at 10pm) in hopes that it will reinforce our intention to respect the team's time outside of the office. As always, we will continue to have an open vacation policy, pet-friendly work environment, and allow employees to work from home whenever need be. As a startup, the nature of our business model does have the tendency to change more frequently than your traditional company or workplace. To that end, I'm sorry we couldn't make you feel more comfortable in this environment. Our recent backing from Y-Combintor has certainly helped ensure a more stable path. That said, we believe there is some stability in constant change: the opportunity for growth. Changing our workplace practices is just one of the many parts in this never-ending cycle of change. We're constantly changing in order to become better, and feedback like yours helps us accomplish this goal - we thank you for it.