Leadership struggles and remote employees feel undervalued - Anonymous employee Minga Employee Review

Thank you for taking the time to write this, and for the kind words about the team and work-life balance, those are things we work hard to protect. You're also pointing at something that we don’t deny. Legacy systems and technical debt are challenges we take seriously, and over the past while we've made significant investments in modernizing our stack and improving the day-to-day developer experience. Just as importantly, we've been sitting down directly with our engineers to understand the friction firsthand and act on it. We're also building toward an AI-enabled engineering org, which is already changing how we work for the better. This kind of change takes time, and honest feedback like yours is part of what moves it forward. We wish you all the best in your next chapter!

Thanks for being honest. This kind of feedback is more useful to us than a five-star review. The pay comment is the one we want to address directly. Compensation at Minga isn't a negotiation game. We post our salary bands on every job description so candidates know exactly what the range is before they even apply. We recently updated all of our job postings to include the full picture, base salary, benefits, perks, etc, so there are no surprises at the offer stage and no advantage for whoever happens to negotiate hardest. Every increase internally also goes through a calibration review with our People & Culture and Finance leads, so one manager's generosity (or lack of it) doesn't create inconsistency across the team. We review compensation twice a year, Q1 and Q3. We review external market data and internal equity to ensure our compensation stays competitive and fair. You can find more about our compensation philosophy on our People Confluence Page, or if you have a specific question, please reach out to the people team directly. On hiring: every candidate goes through the same structured process; recruiter screen, technical interview, culture interview, and for some roles, a leadership conversation. We evaluate skills, growth potential, and what someone brings to the table that we don't already have. Additionally, all referrals go through the same process to help eliminate any bias. The feedback on vision and leadership is harder to respond to with a policy doc, and we're not going to try. We know we're still building out how we plan and communicate longer-term direction, and that it doesn't always land the way it should. That's real, and we're working on it. We appreciate you taking the time to share your experience. Feedback like this helps us keep getting better!