Compare Twitter vs Pinterest BETASee how working at Twitter vs. Pinterest compares on a variety of workplace factors. By comparing employers on employee ratings, salaries, reviews, pros/cons, job openings and more, you'll feel one step ahead of the rest. All salaries and reviews are posted by employees working at Twitter vs. Pinterest. Learn more about each company and apply to jobs near you.
- Twitter scored higher in 4 areas: Senior Management, Culture & Values, CEO Approval and % Recommend to a friend.
- Pinterest scored higher in 2 areas: Compensation & Benefits and Positive Business Outlook.
- Both tied in 3 areas: Overall Rating, Career Opportunities and Work-life balance.
What Employees Say
- Twitter had 49 more reviews than Pinterest that mentioned "Work life balance" as a Pro.
- "Work life balance" was the most mentioned Con at Twitter.
- "Growing pains" was the most mentioned Con at Pinterest.
I have been working at Twitter full-time
Twitter is an exciting place to work, full of people who are incredibly experienced but humble and generous in sharing their time with younger employees in need of career advice and guidance. A... positive work culture seems to be a carefully cultivated habit, and employee identities and diversity are valued, not suppressed. People come and stay for years, or go and come back. There is a strong emphasis on high-quality work but also on mental health and work-life balance.
There are no cons to working at Twitter that aren't pandemic related.
I have been working at Pinterest full-time
Nice environment, decent perks, good work/life balance
It's challenging to manage at Pinterest. There is constant change on the people team where new processes, definitions, roles, projects are constantly being pushed down the manager's throats without... much explanation to why the change is better. The perf cycle changes this time around is yet another change we have to deliver as managers and manage unnecessary turnover The People team have not developed effective manager trainings to really build this capability at the company and as a result, there are poorly trained, underqualified leaders running many critical teams.
Advice to Management
change for the sake of change is no change at all