No meritocracy, bad organizational structure and no appetite to do actual work - Avis employé Employé (anonyme) Expedia Group

2,0
5 févr. 2020
Employé (anonyme)
Recommande
Approbation du PDG
Perspective commerciale

Avantages

• Nice office • Relaxed working hours • Low standards and expectations • Fantastic place to work if you have a family and want to spend time at home and/or want to get by with minimum input and effort

Inconvénients

• No sense of meritocracy and a "we promote our own" culture • An organisation made by managers for managers • No appetite to actually do challenging work and tackle the industry's problems head on (hence why they're losing to competition) • People get applauded for bringing an idea forward, presenting it in 100s of meetings then stashing it on a shelf to never see the light of day again • If you want to be challenged, learn and progress from a technical perspective go work somewhere else • Pay is incredibly bad compared to other companies who they are competing for talent with • They think they are an innovative, tech company but in reality the organisation is being governed by a bunch of paper-pushers • Verbatim feedback from my manager: "You are moving & delivering incredibly fast, sometimes too fast I am afraid..."

Découvrez plus d’avis sur Expedia Group

5,0
12 févr. 2026
Recommande
Approbation du PDG
Perspective commerciale

Avantages

Great people, good culture, great benefits

Inconvénients

Tough to reach set goals

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.

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