Compare LiveRamp vs Skillz BETASee how working at LiveRamp vs. Skillz compares on a variety of workplace factors. By comparing employers on employee ratings, salaries, reviews, pros/cons, job openings and more, you'll feel one step ahead of the rest. All salaries and reviews are posted by employees working at LiveRamp vs. Skillz. Learn more about each company and apply to jobs near you.
- LiveRamp scored higher in 9 areas: Overall Rating, Career Opportunities, Compensation & Benefits, Work-life balance, Senior Management, Culture & Values, CEO Approval, % Recommend to a friend and Positive Business Outlook.
What Employees Say
- Skillz had 3 more reviews than LiveRamp that mentioned "Work life balance" as a Pro.
- LiveRamp and Skillz both have 14 total submitted reviews for "Fast paced".
- Skillz had 2 more reviews than LiveRamp that mentioned "Growing pains" as a Con.
I have been working at LiveRamp full-time for more than 3 years
- great working environment and work life balance - rewarding work - meaningful client relationships where you are truly problem solving more than just selling
- lack of promotion structure
I have been working at Skillz full-time
- This company is one of the few that benefitted from people staying home during the COVID-19 shelter-in-place orders. There were layoffs, but I'm almost certain those people were cut for reasons... other than revenue impact. - We're still doing fine while working from home (employees have proven they're able to be remote and productive) - Some managers are really great at their jobs - If you're not coming from another tech company, the benefits are okay.
I'll do my best to keep this as concise as possible, though there are quite a few topics to cover. I can start with the hiring process because it's probably why you're reading this review. -... Hiring at Skillz is deeply flawed. There are too few recruiters, no people of color on the recruiting team, and third-party agencies are often contracted to do hiring. I'm assuming this is due to lack of recruiting resources. - The real issues are with the interview process which, if you've read the interview reviews, can be brutal. My interviews took approximately 2 months and ~10-12 hours of my time, prep included (make sure you actually play games, they'll ask for your username and check # of games played). If you'd like a reference point, the process is similar to interviewing at Google if Google didn't care at all about respecting interviewees and had basically nothing to offer. - The founders still do final stage interviews, which is honestly weird at this point. Mental health is not taken seriously at Skillz. - Many people work 8am-7pm during the week. There's a "digital blackout" policy to not work on weekends, but a large portion of Skillzians are working weekends to catch up on the excessive workloads likely resulting from new edicts passed down from leadership on a near weekly basis. - If you're interviewing, ask how many days we've been given off (outside of PTO) to take a break from this pandemic. [it's zero] - Mental health days do not count as sick days, they're counted as PTO. Since we're on the subject of PTO, let's talk about benefits: - Employees are given 15 days of PTO a year (scraps compared to other tech companies, especially startups). - Until June 2020 we had three personal days to take per year. For some reason, during the pandemic, those were taken away. - Health/dental/vision are standard. You'll have choice of HMO or PPO providers for healthcare, a regular or premier dental package, and one selection for vision. There are bi-monthly all-hands meetings (called Town Halls) which are just... a mess. At most companies, all-hands are a time to hear how the company is doing and what people are working on, with time set aside for employees to ask questions of leadership. That is not the case at Skillz. - Town halls occur after business hours and are generally just the CEO giving us quick updates about the company as a whole. We do have team-by-team updates at the beginning and end of each week, so it's not as necessary at these meetings. - Many times, these meetings lack substance (because the CEO lacks substance). We get a pre-written speech and never hear anything genuine - the answers to questions have been either ambiguous or nonexistent (some are skipped). Recently the CEO said he wasn't going to answer any questions that week because they weren't constructive. - We probably won't ever know what those questions were, but we OWN part of this company and are constantly reminded that we are responsible for the growth and culture here, but we're not allowed to ask for genuine answers. - It's well known that being critical here can lead to retaliation. Leadership does not like to be questioned. Let's move on: This company did not start caring about diversity until June 2020. There are no Employee Resource Groups or diverse communities, no people of color in leadership or the board, and very few people of color at the actual company (check the Skillz career page for a picture of the employees - it's not recent but should give you an idea). - The CEO made a statement about protests that basically said "we stand with those fighting for equality because we believe in fairness". Did not mention who was fighting or elaborate on how we were supporting anything. - As far as I know, we did not donate a single penny as a company to any organization related to the protests. We instead had employees donate (which was multiplied 5x, I think by our benefits partner?). These are most of the cons, but a few more I won't discuss in detail: - No stipend for office equipment while WFH until at least January - No trust from leadership. - It took far too long for us to declare mandatory WFH - We're saving a ton on rent in SF but not putting that money towards employees health/benefits at all
Advice to Management
This company is toxic. Remove Andrew Paradise as CEO and Casey Chafkin as CTO. They are founders and deserve a stake in the business in some way, but are not fit to lead a growing business like... Skillz. Give them a board seat and install executives who will actually care about employees (not just continually say they care and act otherwise). Why are we so stringent on hiring if there's no path for the people who've been hired to succeed? You won't give really talented people a license to do the work they've been hired to do. This review will probably be seen by HR first and (maybe?) given to Andrew. Lots of people will get defensive and say "well, X happened and we're doing X now and blah blah blah". They may even attempt to find who wrote this post (remember, they're really into retaliation). The point of this post is to help job seekers understand what they're getting into. If you want to make changes, YOU have the power. Stop putting the burden of a culture upgrade in our hands when you control the benefits. We want more PTO. We want freedom to do our jobs. We want to ask questions. We are valuable employees and you will see a mass exodus if there is ever a liquidation event. So many other companies out there will treat us better.