Balance - Director of Development Beezy Employee Review

As director of the development team at Beezy, I would like to add my point of view to this platform. An opinion like the one that has been published here ("Evitar") seems unfair to me; not because it is a negative opinion, but because it is not well-argued enough. I assume that anyone who is evaluating the company will have enough capacity for analysis to give it the credibility it deserves. However, I believe that someone that knows really well the company from inside can bring some balance to this and explain why plain expressions like "treat the developers better" and "there is no growth" are an absolute discredit to the ones we invest many efforts in trying to make things better here. - Beezy is a company where employees are heard and taken into account. They have a lot of different channels to communicate their concerns, requirements and suggestions for improvement. - Every year we perform a personal review with every team member, presenting and agreeing about their evolution on the technical, professional, salary and company role sides. - We make periodic follow-up meetings during the year to ask each person explicitly "how are you feeling? do you have what you need? do you have any feedback about us?" and all the outcome from these meetings is discussed and handled immediately. - Our mission is to find the best fit for all people that join us, considering our and their expectations. But, when we could not make it in some cases, we discussed the topic honestly and came to a solution. - The technical team is given enough empowerment to act not as the mere executioner of the development, but to be the real owner of tasks and product features. I will not deny that, in certain moments, some micromanagement scenarios might occur, when we are dealing with time deviations or there is a need for critical prioritization. However, this is completely opposite to the corporate philosophy, which is self-managed teams and distributed responsibility. - People is offered the possibility of rotating between different teams and technologies. We know that we are a company with a single product line but we want to make everyone's experience as enriching and complete as possible. - We are open to suggestions about training, methodology, team dynamics,... We have a reasonable time quota during working hours that we can spend in self training; we have online resources for this. We promote peer programming and technical debate, there are scheduled meetings for each technical area of the company and many other meetings on demand. - There is a quite flexible policy for people's working hours. We can ask for specific remote work days when it is about reconciling work and family life, unforeseen events, etc. There is literally no one in the office at 6PM. There are obviously deadlines, moments when we need to speed up the pace and, unfortunately, some bottlenecks in certain occasions, but we try to mitigate their impact. - The company is always, always open to talk about any topic that any person wants to put on the table. I personally spend a lot of my time on this and it means a (theoretically) non-productive investment in time, but totally necessary to make a team work smoothly, be satisfied and have all the information they need. I hope my point of view (which is not -and should not be- impartial) helps to balance the perception that someone can get from this company when they just see an opinion titled "Evitar" ("Avoid"). We all have the right to be perceived not as pure black or white, but as gray shades. Finally, I would like to note that the "Evitar" opinion was successfully published in Spanish some time ago, while I had to write my own opinion in English in order to be approved by Glassdoor.