Reward Reviews

Thanks for taking the time to leave a very detailed review. We’re pleased you’ve experienced friendly colleagues and value our health benefits but a few points need correcting. First, clarity matters. Product team members have been in contact with HR upset that posts were being written as if they were authored by them. Feedback is welcome; impersonation is not. This review was also reposted after being removed for identifying and attacking a specific colleague, which breaches our Code of Conduct and crosses into bullying. We’ll always call that out because strong opinions don’t excuse unacceptable behaviour. On Great Place to Work: this is an external, anonymous survey. Over 230 colleagues were free to say exactly what they thought, and the sentiment was strong enough to earn accreditation. Your experience clearly differs from the wider business, which is worth reflecting on. It also seems your frustrations are broad touching leadership, management, HR, and even the CEO. While feedback is welcome, it’s important to distinguish between specific, actionable concerns and general dissatisfaction that doesn’t reflect the experience of the wider team. If only “some” colleagues feel genuinely friendly, it’s also fair to ask whether this is the right environment for you. Culture isn’t something that just happens to you - it’s something you help create. A few quick facts: Social events, & inclusion: Run by the social committee. Have strong opinions? Join it. Opinions on lunch? Tell the coordinator. Leadership and local management: Some aspects of restructures and employee departures are necessarily confidential. Unless an individual chooses to share details directly with you, we cannot provide them, and not all information can be shared. While we always aim to communicate as clearly as possible, the specifics of these decisions are not something employees outside those directly involved would have visibility over. Early Finish Fridays: Removed over two years ago as we scaled globally and accommodated timezones. In parallel, we introduced healthcare, life insurance, critical illness and income protection, EV and salary sacrifice schemes, enhanced family policies, relocation support, and more. We’re comfortable with that trade-off and it’s probably time to move on. Flexibility: We don’t clock-watch. Paid and unpaid time off is available for life happening. Equipment: Outdated kit gets replaced. Recommend you raise a SysAdmin ticket per our internal processes. Desks: Anyone in four days a week can request a permanent desk. The office is much larger than the last and less than a year old; we’ll continue to review and invest as needed. On wellbeing: we take it seriously, with strong benefits and EAP support in place. If you have a concern, raise it with your manager, ExCo lead, or HR so it can be properly addressed. What we cannot support is speaking on behalf of others without evidence to push a personal narrative. So we’ll leave you with one genuine question: What are you personally doing to help improve the culture you’re calling out? We welcome honest feedback but it needs to be accurate, owned, and respectful. Strong views are fine. Misrepresentation and personal attacks aren’t. Yours respectfully, The People Team