They push all the work to new guys - Electronic Assembler Shearwater Employee Review

Remote or hybrid work opportunities are available, and Shearwater's product margins are very high.

Many members of the operations team work in a hybrid setup but do not contribute equally, while newer employees are assigned more work than those who have been around longer. You will struggle if you want to work for a company that strives for continuous improvement.

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I worked at Shearwater Research as an Inside Sales & Technical Product Representative, responsible for being the initial point of contact for over 600 dealers across Canada and the US. Unfortunately, my experience with the company was overwhelmingly negative due to misleading employment practices, toxic management, and a fundamental lack of business understanding. Key Issues: • Unstable Employment Practices – I was informed that I had successfully passed my probation period, only to be let go two weeks later for "not passing probation." When I asked for specifics, neither HR nor management could provide any reasoning or concrete examples. • Toxic and Ineffective Management – My immediate supervisor was extremely toxic, highly micromanaging, and failed to provide any form of constructive feedback, coaching, or the necessary tools to succeed in the role. Despite repeated requests, I was never given clear expectations or any measurable KPIs. • 100% Remote Position with Constant Harassment About Relocation – From the day I was hired, my position was fully remote. Despite this, my immediate supervisor consistently harassed me about when I would be relocating to Vancouver, despite there being no contractual obligation to do so. • Low Salary for Vancouver Cost of Living – The offered salary of $60,000 CAD per year is far below what is reasonable for a role based in Vancouver, one of Canada’s most expensive cities, further reinforcing the disconnect between expectations and reality. • Lack of Business Understanding – I personally witnessed a complete lack of understanding from my immediate supervisor regarding the company’s dealer network model. Despite Shearwater Research selling exclusively through its dealer network and not directly to individual customers, management failed to recognize the importance of supporting dealers with POS (Point of Sale) materials to help drive sales. This oversight created unnecessary friction and made it more difficult for dealers to effectively promote and sell Shearwater products. • Outdated and Ineffective Leadership – The company's management philosophy is outdated, reportedly based on a 1980s book about Procter & Gamble, which does not align with modern business practices or sales strategies. • Misunderstanding of Visa & Work Permits – Management claims to understand US/Canadian visa and work authorization processes but repeatedly demonstrates a lack of actual knowledge. • Inconsistent Employee Benefits & Perks – I was granted access to the employee discount for purchasing company products—an option that is only supposed to be available to those who have officially passed probation. Additionally, I was allowed to order company business cards just a week before I was let go. • Misleading Promises About Job Stability – A month before being terminated, I was selected to attend the company’s annual industry trade show in Las Vegas, reinforcing the impression that my position was secure. • High Turnover of Long-Term Employees – During my time at Shearwater, I witnessed multiple long-term employees leave the company, further indicating deeper issues within the organization. Final Thoughts: Shearwater Research presents itself as a strong company in its industry, but internally, it suffers from poor leadership, outdated management philosophies, and a lack of transparency. The company fails to provide employees with the necessary support or stability, and there is little understanding of how to effectively support its dealer network. Furthermore, the remote work expectations were unclear, and I was subjected to unnecessary pressure about relocation despite being hired as a fully remote employee. The departure of multiple long-term employees during my tenure further suggests ongoing internal issues. Would not recommend.