Onboarding Promised Stability, Reality Delivered the Opposite - Sr. Software Engineer Granum Employee Review

Good PTO. Can't speak for other departments, but in engineering they let you take it. Flexible remote work and work life balance is great

All the top people are buddies from previous jobs that hire nepotistically without full interview process. People get randomly fired frequently for "values not aligning" while CEO promises not to do layoffs. After the acquisition last year, almost every employee of the acquired company left or got fired within months. Leadership is always chasing shiny things and cancelling large projects right before they are ready to release to chase the next shiny thing. In the last all-hands meeting, the CEO was day drinking and complaining about how inconvenient first class travel can be, while having promised to improve healthcare benefits last year and didn't making any meaningful change. He nickel and dime's employees while simultaneously throwing yacht parties for customer events. He's unprofessional at best, almost always showing up to meetings quite late while clearly in a vacation destination. Managers is promote themselves to higher and higher titles while refusing to promote individual contributors and intentionally undertitleing and underpaying existing and new employees. Many executives and leaders are not qualified for their positions. Their hiring standards are very low, so you can probably land a job here if you want, but don't plan to enjoy your work or the company culture. Because of low standards, we have a lot of "senior" developers who have narcissistic tendencies and get in endless arguments. I would only recommend as a good stepping stone while you look for a decent job after a layoff.

Granum hires well with employees who are genuinely talented high performers. This is likely due to their competitive compensation and benefits package (including HSA, WSA, 401/RRSP and unlimited vacation policy)

Unfortunately, these standards are not reflected at the leadership level. During company all-hands meetings, new hires and open roles are highlighted as investments in talent. What leadership does not mention is that positions have been terminated without cause, or employees have left due to ongoing instability. When departmental engagement scores are historically low, leadership responded with comments like “Because these surveys are anonymous, we do not know the exact problems to fix. Please communicate issues to us when they arise so we can take action accordingly.” However, this does not reflect reality. Teams regularly communicated concerns around workload capacity, operational inefficiencies, and areas needing improvement. There was never a lack of transparency from employees. New processes and operational improvements are often met with enthusiasm during discussions. However, once implemented, they are rarely communicated clearly or operationalized effectively. As a result, teams do not consistently follow the new processes, which continues to create inefficiencies and capacity issues.