What is the hiring process like at StackAdapt?

remote work benefits are good (lifestyle and health spending)

Work environment has grown more toxic throughout the year, shifting from a great startup with strong culture and a warm environment to a cut throat corporate environment that consistently increases workload, shifts priorities causing confusion and forces you to play into corporate politics one way or another. VPs are condescending towards ICs. The first sign that this company was going downhill was when the new CRO came in and decided to eliminate a whole bunch of roles while increasing workload. No growth within the company both vertically and laterally. Tenured employees are leaving in droves and people are also being demoted or forced out. Waves of new leaders and executives came from American big tech companies and brought their toxic work culture with them. Expect to be worked to the bones and maximize shareholder value.

The product/platform stands out for its functionality and user-friendliness, consistently receiving praise from clients. It is arguably the industry leader for both entry-level users and mid-level brands and agencies in terms of its offerings. The platform benefits from excellent partnerships, good cross-channel inventory that includes in-game advertising (with partners like Anzu and Frameplay), digital out-of-home (DOOH) advertising (with companies such as JCDecaux), and audio advertising (Spotify, Souncloud etc). The account management and customer service standards are exceptional, contributing to a positive experience for all clients. Both the partnerships and product teams are of the highest calibre. Fair play to them. Additionally, they have attractive benefits. Better than most others. i.e Paternity leave of 2 months! HR team, social stuff and events are great.

The Sales Operations is notably underdeveloped, lacking a comprehensive go-to-market (GTM) or sales strategy. The sales leadership, due to its inexperience, fails to engage in intelligent prospecting, relying instead on sheer numbers and luck. While the sales leaders possess commendable sales skills and programmatic/campaign knowledge, enabling them to compile effective requests for proposals (RFPs), they fall short in leadership and driving growth. Appointing sales directors based solely on their tenure or because they were among the first hires is misguided. Merely having sales experience and tenure of four years does not qualify one for leadership roles. This is evident in the absence of a GTM strategy and the high turnover rate within the sales operations. It's concerning that hardly anyone hired in the past two years has met their sales targets, with many from the once-celebrated recruitment drive either leaving or being dismissed. The reasons behind these outcomes remain unclear to many. Although the structural changes appear promising, there's a pressing need for fresh talent from outside the organization. For a more candid evaluation, it's advisable to consult comments on Reddit. These may offer a more accurate picture than what is portrayed on Glassdoor or through the potentially biased reviews on G2.