Bewertungen für Uber

Kontras

stressig, auf sich allein gestellt, hire and fire

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arbeitsweg der war sehr lange

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Erfahrungen basieren auf den ersten Monaten im neuen Unternehmen

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Schwieriger regionaler Markt, durchschnittliche Bezahlung

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Kein Leben, keine dezente Arbeit, kein gutes Team, kein gutes Gehalt. Was man als Marketing Manager macht ist noch nicht mal richtiges Marketing. Es gilt eher shine als do - alle wollen zeigen wie toll die sind, aber keiner macht eigentlich wirklich was.

Kontras

Overall Uber was a mixed experience and in the hindsight I regret joining them. The main reason being the very negative corporate culture and the poor people management skills of its top management.

1) Uber is severely understaffed and desperately tries to get people in all areas - and it notably lacks good leaders. Traditionally Uber promotes purely based on operational results. Unfortunately, the best managers aren't necessarily the best leaders. My direct manager specifically was one of the worst people managers I've ever encountered throughout my career (although he apparently did bring in good results in his past role).
2) Uber had to hire so fast that building a sustainable corporate culture hasn't been much of a priority. Uber naturally would argue otherwise not add a Mary of fact for anyone who had worked for a top company before (be it consulting, FMCG or tech) will be heavily disappointed by the lack of common spirit in the company. Some call Uber's culture toxic. I would rather consider that it lacks one altogether.
2) Feedback is super unstructured. I personally am a strong believer that feedback is one of the best ways to learn and improve on a daily basis. Unfortunately, although Uber has a very extensive bi-annual feedback procedure it's not a very helpful one. Additionally, in my case my direct manager couldn't have cared less about providing feedback, even going as far as stating "please do not ask me again for feedback outside the formal process". That's an absolute no.go.
3) Since feedback is unstructured, also performance reviews are very intransparent. The bonus (which makes a significant part of the salary) is distributed solely by the direct manager and does not necessarily have to be linked to the targets, since they are anyway moving all the time. That's a problem since it skews the bonus payments towards people who have been around the longest and is biased against new comers.
4) Good leaders leave the company, the bad ones stay. Uber has seen an unbelievable amount of fluctuation in the past 12 months, both forced (= firing) as well us voluntary. On average a new hire only spends less than 2 years with Uber (that's significantly lower that with other Tech companies, such as Google, notably for senior positions). Additionally, people who leave very often have one thing in common: They are looking back with mixed and negative feelings. That's extremely sad, considering the fact that Uber is the only one of my previous employers I cannot warmly recommend to my network.
5) Poor learning and development for General Managers. Most GMs are recruited from within. The few that come from outside, very often do not last long. The main reason is that Uber looks any sort of training and development for external people. And also Uber's new manager training is rather a joke compared to the state of the art L&D programs of other companies.

Kontras

Working with the SF HQ is something that will keep being logistically challenging - in planning phases of projects, meetings after 6pm will be common.

As we head towards IPO, we have more processes - as lightweight as they aim to be, they do add up and result in more mandatory annual trainings.

As Uber is very transparent internally, the noise levels on email, eng planning and all hands will be high: you need to learn how to efficiently filter things not currently relevant to you.

Kontras

Work-life balance is not something that you will able to get in this company (at least at this moment). Also, special projects may come up from nowhere and take up most of your time with tons of meeting.

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Poor coordination and communication between departments and low quality of information/data as a result of rapid growth

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Pool seating for some team members.