Capricious management team - Software Engineer hyperexponential Employee Review

Thank you for your feedback. There are several points you’ve listed here that are completely true and they are generally common knowledge here at hyperexpontial. You are right to raise them and we’re certainly working on fixing/improving wherever we can (and we’re making some very good progress!). Here are some examples of improvements on the areas you’ve touched on: - Testing is not where we want it to be - we have been working hard on getting this automated and reducing the amount of time needed for manual QA. This is important to us, and we’ve got an OKR based around making sure we continually improve on it. - Our code base is complex - we’re a startup/scaleup that had to develop quickly to show product market fit - and we’re working on that by splitting it into business domains and decoupling the code as we work on new features. - Our code base is nearly five years old, and we have tech debt (who doesn’t?), and we’re working on alleviating that debt - we have a tech debt/system work road-map, populated and prioritised by the engineers that feeds into our release work commitments. We are a company that values trust and honesty so we’re happy being open about this, and we see it as a natural part of our evolution as a business as we scale. While we are very happy to accept the above points as areas to work on, we would like to shed light on, add context to or in several cases correct your points that do not paint a fair (or true) picture of hyperexpontial. Where the idea that we have no CI comes from, I'm not sure - we have this in place. We of course know it can be improved upon. We don’t have CD in place - this, as you may even be aware of, is not because of our own business model as such but instead because we are an enterprise B2B technology company with some very large customers who likely would not be our customers if we implemented continuous deployment. Those are some of the constraints in which we have to operate (as an enterprise B2B), something which everyone at hyperexponential is fully aware of and usually able to adapt to with success. It's true that we recently had to let three people go and this was not an easy decision nor one that we took lightly. One of those was early in their probation period and it was regrettably not a good fit and so we parted ways. The other two people who we parted ways with who were not in their probation period were let go because they were having a negative impact on the team and the wider business, something not just felt by senior management. While it would be inappropriate to discuss the specifics here, this decision should not have come as a surprise to these people as efforts at productive conversations were made and paths to improvement laid out but as these did not prove successful we again made the very difficult decision to part ways. Over the last year we have grown from 30 people to 85 and we have lost just four permanent members of staff, which we think is pretty good going. We have had some contractor support along the way but this has in no way been a “revolving door”. We have needed contract support against hard-to-fill requirements and they’ve helped us to bridge the gap while searching for permanent members of staff and we’ve honoured their contract duration. This is of course one of the key reasons companies employ the services of contractors. Some of these became very well known around the office and regularly joined for social occasions so were anything but strangers. I am really sorry that you have not been left with a good impression of hyperexpontial. It fair to say that we have a unique environment that is not right for everyone, though we are fortunate to have so many people who love working here. We are the first to hold our hands up and say that we can improve and we make efforts every day (and implement regular changes!) to improve the lives of our team. Glassdoor is of course a platform that is designed to open up conversation on company environments based on real-life experiences and we value the opportunity to not only learn about where we could/should have done better but also to explain ourselves when it comes to other areas that may have been misunderstood or simply misaligned with expectations. We do not disregard any of it and - whether we agree on all points or not - we can certainly improve our culture and ways of working based on everything listed here. It goes without saying that we wish you all the very best in your next role and that it’s a better fit for you, and you can get back to happily working in an environment that’s right for you.