Working at TuneIn was one of the worst experiences in my professional career and definitely a step backwards and I would certainly not recommend to anyone, other than to show a real life example of how a company should not be run. I’ve never written a negative review of any place I have been employed at, but I feel compelled if only to warn potential job candidates and investors what they will experience first hand.
As mentioned in several other reviews the biggest problem (there are many) is the upper management and specifically the CEO and Execs. A truly remarkable example of a small, tight group of which many employees consider bullies who have no true sense of how much their company is tanking…and quickly. Yet they rule selfishly, arrogantly and are completely out of touch with not only their own employees but also basic business reality.
The way the CEO treats the staff by firing quality, smart and extremely dedicated people is absolutely disgusting and unprecedented in my experience. Soulless disregard and lack of basic respect of hired talent is blatant. In my opinion, TuneIn is a great example of California’s “At-Will” employment policy being abused by an employer. During my time there, I saw many people fired, forced to resign or laid off for no apparent legitimate reasons. Yes, that is a very bold statement, but unfortunately it is true.
Honestly, how a company can have such a high turnover and still maintain the basic functions of working, revenue-generating company is a noodle scratcher.
As also mentioned in previous reviews, if you simply voice a different opinion on anything from simple process, priorities, or maybe a different way of working that differs from the way the bully club operates, you will be terminated. No discussion about it. No middle ground. No room for simple compromise or entertaining a different viewpoint which most companies would embrace. Diverse viewpoints are unwanted. Afterwards, there will be no communication to anyone who may have had to work with the recently terminated letting them know that person is no longer working there. Who does that? Instead, remaining workers are expected to pick up additional responsibilities they may know nothing about and not question it. Completely unfair and unethical.
The only “culture” at TuneIn is a culture of fear- a fear of senseless termination that is real. Workers are aware of it, but lay low and stay quiet. The silence can sometimes be deafening.
Overall strategy and vision for both product and revenue streams are completely schizophrenic. One day you are doing one project or setting up processes, the next day it changes or is scrapped and that all comes from the top. 2 steps forward, 4 steps back. This is across almost all departments from content development, programing, legal, engineering, ad sales, HR and marketing.
The company meetings are cringe worthy. The CEO address the company as if he is shaky and uncertain, yet publicly embarrasses the other presenters with awkward, snide comments. It is then laughed off by him as kind of a“ just joking little buddy” thing leaving a nervous, uncomfortable silence that suddenly fills the room.
Weird.
Where is the external marketing for this place? Where is the emphasis on name brand recognition and/or awareness? What plan has been developed to raise the company above the competition? The marketing team has fantastic ideas to promote the company, but the ideas are squashed and never come to life. Shame.
Product is poorly underdeveloped with apparently no sense of urgency to change or entertain new, fresh ideas.
How can something as simple as a clean search function both on the website and app be overlooked for years?
How many of the 100,000 radio stations TuneIn claims to broadcast actually have live, available streams? After just a bit of research, a user can easily see that number is highly inflated and is simply not true.
The lack of funding and emphasis for better technology to ultimately improve the company to make things more efficient is staggering.
Engineering is worked to the bone with little reward or recognition. They do a fantastic job of fixing bugs and problems but are expected to squeeze blood from a turnip (getting dynamic results from stone age technology).
Here are some questions that anyone interviewing at TuneIn should ask:
-“What is the employee turnover rate here?” (Then follow that up with “Why is it so high?”)
-Is this a new position or is it replacing someone? If replacing someone, what is that person doing now?”
-“Where do you see this company in 1 year? How about 5 years?”
-“How can this company help me develop my skills and advance my career?”
-“What is the management style here? Is each department head micromanaged by the CEO?”
-“Does TuneIn invest in new tools and embrace updated technology?”
-“How often are employees evaluated and are promotions available?” (Hint: There is no employee reviews and promotions are very few and far between.)
There are several nice people at TuneIn and some really smart Stanford grads with some great ideas, which probably should be in charge. They have their fingers on the pulse of what is relevant and there is a ton of potential. However, it is fairly obvious to many of them (silently) that there are quite a few things fundamentally wrong with the basic workings of this place and they know these things come directly from the top.
