Mercuria Energy FAQ

Have questions about working at Mercuria Energy? Read answers to frequently asked questions to help you make a choice before applying to a job or accepting a job offer.

Whether it's about compensation and benefits, culture and diversity, or you're curious to know more about the work environment, find out from employees what it's like to work at Mercuria Energy.

All answers shown come directly from Mercuria Energy Reviews and are not edited or altered.

20 English questions out of 20

October 8, 2020

Does Mercuria Energy offer malpractice insurance?

Pros

Flat organisation / High responsibilities / Insurance cover

Cons

Low salary / Poor training

Flat organisation / High responsibilities / Insurance cover

October 8, 2020

See answer

February 7, 2021

How are the career development opportunities at Mercuria Energy?

Pros

- Unlimited snacks, soda - Highly motivated, smart developers to work with, the majority of them took extreme ownership - Legit severance package - Gift cards on holidays - Decent vacation/sick leaves - No micromanagement(except fingerprints to track your in-office hours) - Have the opportunities to work with different functions across the organization if you want to get your things done - Software pipeline is sophisticated, which is good that the firm once had top-notch developers around - One can easily settle for mediocrity - No culture and value so you can easily fit in

Cons

- Extreme lousy and crappy engineering management with no respect for its own people. Fulltime in house engineers have the same level of trust and responsibilities as contractors, which means you have no influence on product and software architecture decisions, which leads to a decreasing in employee's morale. - Engineering executives are trying to replace full-time developer with external contractors. You end up having an outsourcing PM who has no idea about the project leads the in-house dev team(which show-up rate in the required daily meeting is 0). Engineering leadership separates fulltime employees from the company the day after the project's rolling out without any notification in advance is just despicable. - Engineering executives are located in London and Geneva which they do not support diversity and clearly have no clue how to work with geographically dispersed teams which destroy the engineering culture of shanghai office to the degree that 50% of the engineering team had left and rest of them were fired the day after the project's rollout. - Project leaders have no clear idea of the application's functionality/scope and with only limited user story understanding. Product or project vision was never expressed from the business leadership or engineering leadership. Essentially, developers have to figure out who the real customer is and do business communication about what's need to be done(which is fine to a certain degree), and then present to project leaders about what's going on. It's like a developer to figure out the PO's work almost 99.9999% of the time. - NO support, NO appreciation, NO recognition from engineering nor project leadership even with the great success of dev team's achievement or milestone being delivered. - Yearly review is a joke which leadership does not really care about your personal growth and development. 1-on-1 meeting is non-existence even though you have officially assigned to a manager, who never had a talk with you throughout the entire time you spend in the firm. Your bonus had nothing to do with your work or the year review score on the paper, you get what you told. - Agility is a tad suspect. For example, A daily standup meeting can last about an hour or two on regular basis and later everybody just turned into a blind eye. No retro takes place which leads to the same mistakes happen again and again. An email server can be unavailable three times in a month and nobody took the responsibility for it even countless emails had been sent to ask the root cause of it. A release requires multiple approvals which are expected due to the industry policy/regulations. It's a shame you still can't get approval even you did a ticket request, an email reminder and a verbal reminder at the end of the meeting. - Because of no common goal/vision expressed across teams from the upper management, engineering teams are siloed from each other that there is no shared accountability for delivering great products. As long as your team does their small part of the puzzle, your team is in the clear even though the overall software product you are working on is in shambles. Conway's law says everything. - Creates tens of hundreds of additional projects without fixing the root issue of the legacy trading system. - Leadership talks the talk, but when you pull back the curtain, the dysfunction is inescapable. - Cutting throat environment with customers loves to send emails to a group of executives to destroy the reputation of the dev team if something is not working for a while(this happens two times as some Geneva infrastructure malfunctioned which shanghai team has absolutely no control at all). - No promotions, no career advancement.

Advice to Management

fire yourself

No promotions, no career advancement.

February 7, 2021

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January 23, 2021

What kind of career opportunities exist at Mercuria Energy?

Pros

Long Lunch Hours; Decent Pantry and convenient work location. Good Manager that provided opportunities / task to support daily operations. HR is very flexible and caters to the employees schedule, subject to manager approval.

Cons

Management not willing to delegate more task / assignment to the intern to improve their exposure

Good Manager that provided opportunities / task to support daily operations.

January 23, 2021

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July 14, 2020

Why do Mercuria Energy employees quit?

Pros

Easy going Not strict No targets Good atmosphere Good salary structure

Cons

No growth No stability uncertainty and can lay-off employees anytime without notice

off employees anytime without notice

July 14, 2020

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January 28, 2020

How do employees feel about their professional development opportunities at Mercuria Energy?

Pros

Benefits Location Travel & networking opportunities

Cons

- Old fashioned "trader jerk" mentality and cut throat environment, bullying. - No salary increases unless you resign and get a counter offer. - Extremely high attrition/mercenary culture. - Long hours, manual tedious processes, poor leadership. - Head of HR resigned in 2019 as well as HR Business partners in London, Geneva and US. Replaced with inexperienced admins. - No training and development, lack of diversity.

Advice to Management

Evolve and value your employees. Walk the talk. It is good to sell an image to the market but also reward your people. High attrition means you are not doing your job it does not mean you "keep things fresh and cheap" Everybody knows the business is doing fine and you are millionaires, why don't you share that wealth with your mid and back office employees?

No training and development, lack of diversity.

January 28, 2020

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20 English questions out of 20

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