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Yext

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Yext

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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 Yext.

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

44 English questions out of 44

December 19, 2020

Does Yext offer massages?

Pros

- A lot of the people I've had the pleasure of working with here are incredibly intelligent and an absolute pleasure to be around. I genuinely feel the people I'm closest to are like family and not seeing some of them regularly is definitely the biggest downside of having to work remotely. - I'll also give it to Yext that when it comes to working arrangements even prior to covid they were pretty flexible. - Some of the benefits and perks such as free meals, snacks, happy hours are cool, though the pandemic has put a halt to that for now.

Cons

- We've struggled to maintain the culture that made this an appealing place to work 3-4 years ago. Some of this is to be expected as we scale and lose some of that start-up charm, however, I think a lot of this tied to how we hire. It seems as if the last few years hiring managers have not taken team chemistry into account when hiring especially at the managerial level and it's led to some huge misses. - Speaking of hiring, let's talk about diversity! Did you go to Princeton, Cornell, UVA, or Duke? Did you previously work at Salesforce or do consulting at Deloitte? Is your idea of small-talk discussing your vacation homes, luxury cars, and boats? Are you a middle-aged white dude from a waspy background with a total lack of self-awareness? Great! No need to apply, the job is yours! Seriously I would say a good chunk of Yexters (especially senior leadership and sales) fit at LEAST one of those criteria, if not most. - While we're on diversity; or lack thereof, if you're a POC, think carefully and ask the right questions before choosing to work here. If you’re Black and insist on working here do yourself a favor and have a timeline and exit strategy in mind. Despite the extraordinary performances put on by our CEO and CHRO this past June in response to the recent uprisings and civil unrest; to quote Kanye West: YEXT DOES NOT CARE ABOUT BLACK PEOPLE! Like so many other companies this was all talk and virtue signaling. Six months later nothing substantive has been done. We still haven't hired someone for the Diversity and Inclusion role, which allegedly is because we're taking time to find the right person...sure okay. About a year and a half ago our CRO decided he wanted to hire a former colleague as an EVP after running into each other at an event. Just to make room for him several teams worked together to restructure our revenue teams, reset targets, and a ton of other operational labor. We did all this to accommodate this man in less than a month. It's been almost seven since initially having these conversations. When leadership wants something done they don't drag their feet, Diversity and Inclusion is clearly not a priority for them. - Back on track! Yext's philosophy for their Black employees seems to be to hire them in junior positions, help them develop, and promote them upward. It's been alluded to that this is because finding qualified black candidates for senior roles in the tech space is difficult. I'm not going to get into how lazy that mindset is, or the fact that hiring the same profile for all your management roles ensures you'll just continue hiring more of the same, but okay, developing talent internally seems like a sound philosophy! Except that's not how it works in practice. On top of there being a general lack of diversity, people of color; but especially black folk, are generally promoted with less frequency than their white counterparts. Just as an example in a global company of ~1400 employees there is ONE black people manager. We're not talking exec level, not even VP or Director level, but just first-line managers. There are already so few black people at Yext, but the lack of upward mobility makes it even less likely to find a black person with over 2-3 years of tenure. Most eventually realize they can't grow here and end up searching for greener pastures. - While inequity is most apparent for POC, don't worry as long as you're not on the Sales or Engineering teams you can probably hop on the undervalued bandwagon as well! This company LOVES to dump money into Sales; which to be fair makes complete sense, they generate revenue. However, our Sales org has continued to scale, but we haven't really scaled all the other teams that support their efforts. Operations, Strategy, Enablement, Support, HR Business Partners, these teams have stayed roughly the same over the years and in some cases even downsized. So if you are in a position that works adjacent to our Sales org you're usually going to be overworked and probably not compensated for your extra effort. Any budget that may have been used for a raise or promotion is likely being funneled to the Sales org. - Speaking of Sales there's definitely some dead weight in that org, particularly in the higher rungs and more ill-defined "sales'' teams (e.g. Strategic Alliances). Everyone can see it, but unfortunately, they're usually a referral from someone in senior leadership. So fortunately for them, but unfortunately for their direct reports and everyone who has the misfortune of working with them, they get to squeeze this meal ticket for all it's worth. That's not to say we don't have excellent sellers who are great at their jobs. Just that there's a decent amount of unproductive people, who aren't necessarily a great fit skills-wise, just eating up resources that could be going elsewhere. - Yext’s refusal to scale and invest in anything that isn’t Sales or Engineering also means most other orgs get shafted when it comes to career advancement. At other places, you might expect as the company grows, different arms of the company scale to meet their demands, which leads to opportunities for promotions popping up organically. However, this is not the case at Yext, most promotions happen as a result of someone leaving. This is not to say these promotions aren’t deserved, in fact in most cases they’re long overdue, but the thing is a lot of people don’t want to play the waiting game with their careers. So usually after being stagnant or being passed by once or twice; whether it be the position going to a colleague or more commonly being backfilled by an external candidate, folks end up leaving. I remember earlier in my tenure during our weekly townhall an Exec was running through our plans of scaling and explained to make this happen he would need every single one of us in the room to eventually take on roles as Directors and VPs. At the time I lapped up all the Kool-Aid, but my time at Yext these last few years has made me less naive and more skeptical of grandiose Exec speak. -Finally, let's talk execs. I actually think our Exec team is a pretty bright bunch. However, that doesn't mean they always make the brightest decisions. I feel like we are constantly pivoting to something new or changing our strategy. Change isn't necessarily a bad thing, but it seems like Execs just want their direct reports to be "yes-men", rather than consulting them on the viability and potential ramification of changes. Instead, they decide they want to do something, and we worker bees are expected to do it ASAP. On a bit of a tangent, the vast majority of the exec team often lacks self-awareness. In a recent meeting to discuss, our low employee satisfaction survey results; of which Yext foregoing raises this year was one of the biggest pain points, some Execs decided to make small talk; the topic being about boats none of us could ever hope to afford. Faux pas like this are not an uncommon occurrence, it's actually almost routine for a leader to say something thoughtless during an All-hands or company-wide town hall.

Advice to Management

- Actually, prioritize Diversity and Inclusion, don't just hire a figurehead and go back to the status quo thinking your work is done. The fact that you can read this and make an educated guess as to who I might be based on some vague context clues is a problem... - Focus on career planning and developing talent internally for all orgs, not just engineering and Sales. There is a mass exodus happening at the company and most of it has to do with not addressing these issues. - Execs need to empower and consult their direct reports (VPs and Directors). They are more in the weeds than you, so trust their judgment and input when making decisions. Encourage them to be upfront and honest with you. - Retain talent and stop short-changing people. Stop letting people walk and then hiring external candidates to backfill them for more than they were asking for. -Maybe have someone coach the Exec team to be more relatable, self-aware, and less tone-deaf. I don't want to hear about how the company has to tighten up financially and then learning in the same meeting marketing spent a boatload of money on a sign on the side of a major highway in San Francisco, because "Apple, Google, and Salesforce did it too".

Some of the benefits and perks such as free meals, snacks, happy hours are cool, though the pandemic has put a halt to that for now.

December 19, 2020

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January 2, 2022

Does Yext offer dental insurance?

Pros

Great offices great benefits and vision in the market. Covid makes it complicated though

Cons

Sometimes too many processes that overcomplicate the sales process

Advice to Management

Keep hiring great resources and teams

Great offices great benefits and vision in the market.

January 2, 2022

See answer

May 6, 2022

Does Yext offer a wellness program?

Pros

Wonderful company culture, 401k, salary, health & wellness benefits and an awesome team, flexible work environment

Cons

There are not cons for this company

Wonderful company culture, 401k, salary, health & wellness benefits and an awesome team, flexible work environment

May 6, 2022

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September 16, 2021

Does Yext assist with or provide childcare?

Pros

great benefits, good work culture

Cons

certain teams within company lack management

great benefits, good work culture

September 16, 2021

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March 13, 2021

What is health insurance like at Yext?

Pros

- Very strong platform and its only getting better - Exec leadership is inspiring, thoughtful, and strategic - Fantastic health insurance - Competitive pay - Great covid-19 response from exec leadership - Strong talent across the organization

Cons

- Worst midmanagement I’ve ever worked for in my career, culture of harassment, threats, and intimidation (I left for those reasons, otherwise would’ve stayed) - Company behaves desperately for deals and activity, very much an activity based culture (quantity over quality) vs. building client value - Outside of what’s happening in New York, no empathy for remote employees based on natural disasters or situations, I was asked to work as much as possible despite losing power and internet for a week during the Texas storm - Power hungry and highly political mid management - Slack 24/7, they expect hearts on every comment - unnecessary amount of required internal meetings that waste time, resources, and energy - High turnover, and constant changes / realignments (4 book changes in 1 year, 4 manages in 1 year) - Not supportive of higher education and if you want a work life balance, you’ll be seen as “not bought in” ... be prepared to work till sickness (quite literally) it you accept a job here - Internal mobility is challenging if you’re remote

Advice to Management

- Continue building and strengthening the platform - Hire a stronger people leader to grow midmarket, current GVP is a bully - Invest in resources for remote employees - Sell to client value, stop rushing deals that annoy reps and customers - strengthen culture in sales

Fantastic health insurance

March 13, 2021

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44 English questions out of 44

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