Supportive colleagues but poor management and high turnover - Anonymous employee Panaseer Employee Review

Panaseer tries (succesfully) to make new hires feel welcome. Even though the main operation is in London, folks hired to work in the US don't feel like they're left out.

Some of the usual start up woes (still developing process, etc.), though I expect rapid growth over the coming months/years.

If you're management's best friend, you can be promoted if you put in the work (and lots of it). Most members at Panaseer are friendly and comprise the great culture that's managed to stay amidst the scaling. This is a great team to rely on, whether dealing with customer calls or internally troubleshooting incidents with engineering. Ability for remote work is very flexible, and any team is understanding. There is no lack of work, and you will grow your skillset more than other companies. If you're looking for a place to focus on the work and grow in your skills, this is the place.

Panaseer is unable to focus on promotions or growth for individuals, as much as they may advertise this or encourage members of the team. If you are less-than-loved by management, they will not care to promote you or notice you, regardless of your output. PLEASE! If you currently work at Panaseer and are overperforming but feel underpaid or underappreciated, you should know that will not change regardless how many times managers promise it will get better. There are many tenured employees that have stayed and left due to lack of growth, compensation, or recognition. Team members that underperform are not necessarily removed from the company, and their lack of effort is picked up by already overworked tenured members. As with any startup, there's lots of work, and Panaseer's data pipelines are complex to understand. If you are customer-facing, you must have or gain some technical comprehension otherwise you may not succeed in this role. Too often Panaseer leadership will promise follow-ups for concerns shared in AMAs or other forums, but not follow up with actions or align to their own values (like authenticity). DEI efforts/working group has strong employees, but lack of leadership encouragement and sometimes censored by leadership. Some things are fleshed out whereas some things are not fleshed out at all (with any startup). US members are left out when it comes to collaboration planning - the last 2 years have been self-organized US collaborations with minimal input from People team outside of budget. There are US holidays at other companies that are not holidays under Panaseer. In the value of authenticity, all of the above criticism comes from a constructive place and someone whose spent significant time at this company seeing these common themes.