Pros
- If you are Sales Manager, specially Enterprise, your variable could add a lot. The scheme for variable is a huge benefit for commercials. - It is easy to balance work and life. - Work culture is amazing. You will talk to a lot of people and learn a lot. - You will add a lot of experience and learning to your resume. - Young people will love to work here. - Regular trips to Amsterdam office. - Possibility to visit other offices around the world.
Cons
- Everything is in Amsterdam. If you are in a satellite office, or not in one of the main region office, is very difficult to grow. All the main roles are in Amsterdam and is almost imposible to work in these roles outside Amsterdam even if you are in the same time zone. - If you are not Sales Manager, Account Manager or Partner Manager, you won't receive a variable salary, even if is common in the market in your position. - For Tech employees outside Amsterdam, the possibility to grow is almost none. You may have the possibility to move to another office in the same position, but to grow in a different position is difficult. - Communication with Amsterdam is difficult even if you are in the same timezone. Because of the distance, trying to find the person in charge takes a while. You don't have the advantage of Amsterdam employees of just walking to the area and ask. In Amsterdam you can get answers to your questions in minutes. Outside Amsterdam it could take days. - In order to grow your career, you need to know people. Amsterdam will always have the advantage because you just walk and talk. If you are not in Amsterdam, getting to know people is difficult. You may say it depends on the person, but is difficult to know people and get them used to you over internal chat and Zoom calls. Is not common for team leads to turn their heads to people in other offices for fill an available position. - Benefits are different between offices and it looks like that for HR in Amsterdam benefits in other offices are not priority. Even if the whole company got a rise, is weird that some offices have benefits included in their contracts and for others they will have to use their rise to pay for the benefits. - It looks like that in order to grow you need to be dutch. Team leads are not diverse. You may have diversity in the whole company, because in Latam you will have a lot of latinos, in Asia a lot of asians. But in Amsterdam, you will see a lot of diversity, but the leading positions are mainly dutch people. - Commercial people can improve their salary with the commission scheme they have, but tech and operations people can't. It looks like Adyen try to keep their employees in the lower margin of the salaries in the market. A rise because the salaries in the market are rising is not an option. - The company won't fight to keep an employee, even if is a really good one. Most of the senior employees are leaving the company, specially technical employees. It looks like that the main reason is salary. Adyen will said they don't want employees to stay for the salary as if the salary was a gift and not a compensation for your work. It looks like they will try to keep you in the lower percentile of salaries. - It looks like rotation in technical positions is quite high due low salaries according to market. - There is no initiative from leading positions towards individual contributors, specially in the base of the pyramid, to request feedback about how is the company treating employees and HR (salaries, benefits, expectations, etc.). - Older people with families and a lot of experience may not find adequate benefits for them. Someone that just graduate may not see life or have needs the same as an adult with families and experience in the market.