TryHackMe Software Developer reviews

We’re sorry your experience felt this way. TryHackMe is a scaling company and there are periods of high pace where some teams may work longer hours, particularly around launches. We are open about this during the interview process so expectations are clear. For many people, that pace also comes with opportunities to work on exciting projects and meaningful initiatives with real career growth that they wouldn't be exposed to elsewhere. We use location based pay based on local market rates and cost of living indexes. This approach is not connected to race or background, and it’s designed to keep compensation competitive and fair across the 34 regions that we employ in. This means employees aren’t disadvantaged by where they live. We review our salary bands regularly and are transparent about how we benchmark compensation. We do not use employee activity monitoring software, and we have no intention of ever doing so. We use an MDM solution to meet security and compliance standards to maintain our ISO 27001 certification. This enforces protections such as encryption, patching, antivirus and screen lock policies. It is limited to device level security settings and cannot view, collect or access content stored on the device. Finally, we have held 3 rounds of pay review this year, including a cost of living adjustment at the start of the year for all eligible staff, and performance related pay rises, bonuses and promotions. You were not eligible for the former as you were paid at the highest end of your salary band for your role and location. For any future candidates, we welcome questions about workload, pay and security tooling during the interview process. Thanks

We’re sorry it felt this way, and we take what you’ve raised seriously. A couple of points we want to clarify for anyone reading. We do not ask employees to post positive reviews, and we don’t monitor or track who writes them. It’s common to see more posts after a retreat simply because people feel more connected and are prompted to share feedback publicly. On culture and leadership, we expect communication to be respectful at all times. If anyone experiences demeaning behaviour, we want it raised so it can be addressed. We also acknowledge the points on pace, retention and structure. As we scale, we’re actively maturing planning, manager support and long-term ways of working. Finally, on the concern raised about women being treated differently, we take this especially seriously. We’re committed to a workplace where everyone is held to the same standards and treated with equal respect. We also care deeply about representation. We currently have more women than men on our Senior Leadership Team, and above-industry-average representation of women in our technical teams. If anyone feels they’ve been treated differently due to gender (or any other factor), we encourage them to raise it so it can be investigated and addressed promptly.