PayPal FAQ

Pros

company culture - global wellness days free lunch once a week free breakfast

Cons

not very supportive of the younger generation of lawyers despite 'build the next generation' long office hours

Pros

Nice benefits , stocks, dental, life insurance, etc

Cons

toxic work environment, inept managers

Pros

great benefits (vhi, private pension scheme, shares) and great work life balance

Cons

the job is quite robotic,,,,

Pros

Nice colleagues, great wellness benefits (good pension match, good VHI private health insurance coverage), interesting and fast-paced industry to work in. There are never-ending learning opportunities as PayPal is so big, and owns so many other companies.

Cons

The salary is pretty low for the CSM position compared to other companies in Dublin, and salary progression each year is extremely slow and difficult. 1% or 2% raise is almost a mockery. There is a feeling that the company is quite stingy with certain things; in addition to low pay, perks are almost non-existent. Sadly due to the salary, I just don't see this as a long-term place to build my career. The culture is also lacking. Of course this is as a result of Covid and being from home, but there is almost zero social/team engagement.

Advice to Management

Benchmark salaries with other companies, to improve employee retention!

Pros

Good work/life balance, they usually respect employees shifts without the need to work overtime. Most teammates and leaders are kind and polite. Great life insurance, holidays and flexibility.

Cons

Unclear business strategy, frequent changes in functions (accumulating tasks of different teams), could be better organised (lack of support, guidance and appropriate procedures, tasks are not properly distributed, many system issues, poor training). Favouritism. Salary below market average. Senior leadership is not aware of all issues. Many leaders do not care about employee wellbeing, often cancelling 121s or using it only to give employees more additional tasks that only benefit leaders, instead of listen to the employee.

Advice to Management

Listen more to all employees, be interested in their opinion, in what they are doing, in how they are feeling and be altruistic. Start prioritising tasks instead of giving employees “urgent” tasks only to “impress” senior management with unnecessary presentations. Prioritise the formulation of adequate trainings and procedures in a reasonable time to form qualified professionals.