PayPal reviews

Big company politics and policies without the security and stability of one - reorgs happen every 6 months and you may need a new role every so often just to hold on to your job Executive incentive structure encourages exploitation of the rank and file employees - the company artificially keeps attrition rates low by hiring individuals on visas that restrict their mobility to change employers Not your typical American company - this is a sweatshop that discourages ideas and innovation Not a trusting work environment - very unforgiving and harsh to newcomers if they fail to adjust quickly Constantly hiring - because they constantly fire employees who for no fault of their own are unhappy. Likes to save on severance costs by artificially creating reasons to fire employees. Management is a firm believer in getting "fresh new blood" all the time to do their bidding. What is worse is all the employees working in the firm are blinded and believe the management's opinion without questions. No one has the guts to be a whistle-blower. And if someone does - they get thrown out for asking too many questions. To survive in this company - blindly follow orders and do everything to please your bosses. Company has been firing employees for meeting it's growth targets - the company is growing phenomenally but because the investors demand even more, the management has accepted the recourse of reducing operating costs.

Hierarchical culture, insular silos, and disconnects between management rhetoric and actions. Frequent re-orgs; some with layoffs. Limited opportunities for professional growth and advancement. Training and conferences are treated as perks for a select few instead of as a necessary investment in employees. Some buildings are crowded; personal workspace and parking are limited. PayPal uses a highly politicized “stacked ranking” system for biannual performance ratings, forcing a fixed percentage of staff into Performance Improvement Plans (PIPs) regardless of their actual performance. New employees are generally not considered eligible for “meets expectations” ratings at their initial six month review. Because it is used to allocate the annual bonus pool for technical staff, the ranking system creates perverse workplace incentives. (Think: “Game of Thrones”.) Senior managers make the final ranking decisions in a closed meeting. Visibility and perception are heavily weighted. Some allege favoritism. It is not uncommon for the rating assigned by your immediate manager to be reduced by at least one level. There are many disgruntled employees at PayPal. The cynicism and negativity can be overwhelming at times.