Compare Glassdoor vs Eventbrite BETASee how Eventbrite vs. Glassdoor compare on employee ratings, job openings, CEO approval, business outlook and more.
What Employees Say
I have been working at Glassdoor full-time for more than 3 years
Glassdoor is the favorite company I've worked for so far in my career. First and foremost, the company has an amazing company culture. People are really good to one another here. While people are... smart and driven, they also care about making sure that everyone works together well. Glassdoor is also having a lot of success as a company. Like any early stage company there are ups and downs, but over the 4 years I've been here I've seen revenue triple and the employee base grow by a similar amount. And I love Glassdoor's mission and that we are creating transparency for job seekers all around the world.
None really. It's worth saying that we have some big competitors (LinkedIn, Indeed) in our industry so you have to bring your A-game. But I believe in what we're doing and our results show we are... having success.
Advice to Management
Continue to focus on company culture even as we grow.
I worked at Eventbrite full-time
- Eventbrite has a positive brand and culture and will likely try to improve local reputation. - Fun space to work in: events.
Do extra research and reference checks if you're looking at a job at this office. While Eventbrite has a workplace brand of being inclusive, diverse, and supportive, this office has a reputation of... something quite different. The Eventbrite Vancouver office came from the acquisition of a Vancouver startup called Picatic. That team and its leadership are still intact there, but was wrought with high turnover and toxic workplace culture for years. Here are some specific examples: - Extremely high turnover and so many disgruntled former employees. In the last 2 years leading to the Picatic acquisition by Eventbrite, for example about 70% of the people hired to do sales, marketing, or support (the half of the company not coding full time on the core product) left in frustration or were abruptly fired. You'd never get a genuinely convincing reason why they quit or were fired, they'd never visit the office, you'd see them remove Picatic from their LinkedIn bios, you'd see them write insinuating comments around the web about it being a mediocre job, and you'd even see them leave disgruntled comments on the management team's social media posts. The origin story of the company was rarely shared because it's full of burned bridges. It was so painful. - Not diverse, not supportive. For example, no women were hired or could be retained as employees. Many times, you would hear people's opinions be insulted out loud in front of other teams or colleagues. If an opinion wasn't the same as management's, often you would be ganged up on. Over time, everyone just started sucking up because other opinions and debate were so dangerous. - These aren't just fixable skills, like hiring, managing, firing, defining job responsibilities, etc, but systematic problems. Also being able to say that the company was acquired (though really acqui-hired to the detriment of many people) probably only gives them validation that how they were doing things is ok, so they are unlikely to change. - Look at roles at other offices, or just hold off 6 months and see if things and office leadership dramatically change.