Look somewhere else. - Avis employé Director Expedia Group

2,0
8 janv. 2009
Recommande
Approbation du PDG
Perspective commerciale

Avantages

Good people work for Expedia and their efforts are the only thing that keep the company going. The company changes direction and re-orgs all the time and most employees I knew and talked to daily were on edge most day wondering what was next and how it might impact them. Expedia has pretty good benefits and the amount of travel in my position was fair. I like to travel and they don't pinch pennies where you are on the road. I appreciated that we didn't have to stay in the cheapest hotels or book flights with layovers, etc. The other side of hard work is that you learn a lot, I did while there and have skills I can use elsewhere now.

Inconvénients

No work life balance. Level of work for many of the employees is unacceptable. I was promoted a couple times but my position was not backfilled and I just had to do the old job and the new job. This was OK until the person above me left and I had to do three jobs. It was not possible to do a good job at all three positions and my employees were already working too hard to move some of the work load down to them. We did what we could and kept the department functioning but not able to perform as well as I would have liked it.

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5,0
8 juin 2026
Recommande
Approbation du PDG
Perspective commerciale

Avantages

Good leadership and culture, good WLB

Inconvénients

Large organization means structured, slow moving processes

2,0
29 mars 2026
Recommande
Approbation du PDG
Perspective commerciale

Avantages

Constant state of transformation is ripe environment for new hires and functional experts from big name tech companies

Inconvénients

Pre-covid the culture was really special. Collaborative, engaging, people-centric, with a unifying mission to enable travel for the world. Since covid there has been a revolving door of executive leadership, and with each round, they throw out the current strategy to try something "new" without building from the current or past successes. Constant change, but no clear vision or strategy of what they are trying to change to. Lack of strategy and low risk tolerance leads to too many priorities with not enough investment to move the needle in anything. Quarterly layoffs, but executed quietly team by team so as not to make news. No psychological safety. Talent strategy since covid is to hire externally over internal promotions to gain "functional expertise" therefore difficult to grow your career. Siloed divisions not working towards common goal. Lacks operating model maturity needed for a company of this size likely do to revolving door of execs and priorities. A cash cow company with an identity crisis trying to be an AI innovator. Build vs buy mentality slows them down. Too many exec pet projects that aren't vetted with proper business cases.

4
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