Pros
- RT's SemaphoreCI is a time-saving tool for thousands of developers worldwide, so they have clients who are actually satisfied with the service.
Cons
- It seems like most of the stuff is handled by the people who lack real-time corporate experience and have had RT as their first ever IT (SaaS) employment. This is quite obvious from overall lack of structure, and especially both internal and external communication vocabulary and assertiveness. - In their own words (internal docs) , they 'value drivers, not passengers' and will keep someone hired as long as that someone adds/brings value. This is one of many fancy words that aren't backed by clear and transparent metric structure, and therefore can't be interpreted as employee-friendly. Not the same value is added/brought by every department and that has to be communicated better. - Company is documenting everything so it could be some internal OS guide. Though CTRL+F does heavy work here, you simply can't avoid the scattered data fragmentation feeling (also due to the poor English used). The kind-of-bad side of this is that it's supposed to replace/reduce internal communication, as DM-ing someone for something non-urgent could be considered as disturbing/harassing (that is how I was officially introduced to internal communication). - I applied for this position with +2y of CRM experience [was already employed at the time], with the only intention to diversify and improve my CRM/tech skills. Job Ad and recruitment interviews confirmed entry-level position with 3 months of training/onboarding that renews into permanent contract after the 3 months performance review - and certain autonomy would be expected after the initial 3 months. Before presenting me with the offer, I was informed that company decided to hire two instead of one person (European - me, and Latin American), due to time zones. I accepted it, considering the offer and RT said they need their team member long-term. For some reason, welcoming tone wasn't there once I started working (Oct 31) and Manager in charge struggled with keeping a polite and assertive tone {on the first day I asked how break time works and was replied with 'what do you mean by break?' and all of the simple yes/no questions were answered in antagonizing manner]. I tried to be as polite as possible, thinking this would somehow change in time, but it wasn't. On the very first day, I understood switching there was a mistake as not everything was as presented in the recruitment. Manager in charge didn't feel like investing time and energy in onboarding someone in their own department. We had a 1on1 review at the end of week 5, where they shared their very subjective opinion on my work without any clear advices on mistakes/improvements, etc. I was fired at the end of week 6, in a patronizing <2 minute Meet call. I wasn't given insight into any particular mistake or performance retrospective, I was just told that I wasn't good enough (again, without any transparent metric structure on what is considered a good performance AND while in an onboarding process). - By accepting the RT job offer, I showed respect and trust for their business, and in retrospective, it wasn't mutual. The biggest disappointment is definitely the way I was talked to, as that's definitely not the way to talk to your fellow colleagues.