Not the worst. - POS Software Consultant bei Shift4: Mitarbeiterbewertung

3,0
23. Feb. 2024
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CEO-Befürwortung
Geschäftsprognose

Pros

- Decent Work/Life balance - Not hard work - Direct management is good and communicates well - OK benefits, best part is the PTO and its right around industry standard. - Consistent schedule - Good job security

Kontras

- No room for growth. Was there for over a year and a half, above average on a month to month basis and my pay raised a total of .25/hr and didn't get the job title promotion from 1 > 2 until the week I left. - Upper management is not good, do not listen to really any questions, comments, or concerns until it effects either them or multiple teams. - Put into trainings/given more responsibility for no increase in pay. The work isn't strenuous or difficult, but when virtually doing other teams jobs in an attempt to make things more "efficient" you get nothing.

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Reaktion von Shift4
1y
Thank you for sharing your insightful review about Shift4. We appreciate your honest feedback, highlighting both the positive aspects like work and life balance, and job security, as well as areas of concern related to poor communication and no increment raise. Your feedback is invaluable to us as we strive to create an exceptional workplace for all. We encourage you to connect with us directly, whether through HR or your immediate supervisor, to discuss your concerns in more detail. We are here to listen, support, and work together to overcome obstacles you may be facing.

Mehr Bewertungen zu Shift4 entdecken

5,0
18. Juni 2026
Mitarbeiter (anonym)
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CEO-Befürwortung
Geschäftsprognose

Pros

Really nice environment and everyone is really kind

Kontras

Can be a bit slow sometimes

2,0
24. Juni 2026
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CEO-Befürwortung
Geschäftsprognose

Pros

Great opportunity to gain hands-on experience with large-scale payment systems and work alongside talented engineering teams. I developed a strong understanding of payment processing, backend systems, and enterprise technology while working on challenging, high-impact projects.

Kontras

Executive leadership often seemed disconnected from the realities of running the business, with limited visibility into team capacity and the long-term impact that repeated layoffs had on product quality, customer experience, and operational effectiveness. Many managers and directors were strong technical contributors but lacked the people leadership skills needed to build and support high-performing teams. My experience included frequent micromanagement, unrealistic expectations, public criticism, and a tendency to assign blame rather than encourage collaboration. This created a culture of low morale and made it difficult for employees to do their best work.

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