9mo
Firstly, we'd like to offer a heartfelt apology to the person who wrote this review. Your experience working with us is one we don't intend anyone to have at TableCheck!
We'd like to clarify several misconceptions in the original post. If the poster is still a current employee, we're genuinely concerned they may be missing out on what the company has to offer, and hope they will reach out to their manager/dept head to discuss.
> "Explicit no upward mobility without unpaid overtime"
HR actively monitors to keep overtime at a minimum; as of August 2025, our average monthly overtime was 3.65 hours per employee. Employees earn promotions based on performance, merit, and working efficiently--we consider excessive overtime as a demerit for advancement. Whether overtime is paid/unpaid varies by role/department/location/seniority/contract type/etc. In summary, TableCheck is committed to following market standards while offering flexible, comfortable, and fair conditions to all employees.
> "Almost no learning opportunities"
In our Innovation Division where engineering and product staff work:
1. We hold two weekly all-hands training sessions ("Innovation School"), covering diverse topics from coding/architecture, AI, product management, teach-ins on each other's work, etc.
2. We hold annual training events such as "TableCheck Cafe" (simulated restaurant role-play) and Hackathons.
3. Employees can claim a monthly education monetary stipend they can spend however they wish.
4. Employees are allowed up to 20% of their time (1 day a week) for freely-chosen projects and/or study. (In fairness we need to do better in encouraging employees to take greater advantage of this one!)
5. We make each employee's desired learning/career growth a core consideration when setting goals and assigning workload.
> "Everything is on fire more than not on fire"
By the numbers, TableCheck has excellent platform stability: 99.999%+ uptime and very low churn among clients. Our uptime is public at https://tablecheck.statuspage.io/. We achieve this through a culture of blameless retrospectives and continual improvement when issues do occur. If there are genuinely "frequent fires" in the poster's area--or even a perception as such--we'd really would like to hear specifics and take prompt steps correct it!
> "offering hush money to people who have been wronged"
We have not paid "hush money" to anyone, nor do we sign speech-restrictive agreements. (One can simply look at some of the other Glassdoor posts as evidence of this fact--we are very comfortable with transparency!) As with any company, there are inevitably situations where both we and a staff member agree it’s best to part ways. In such cases, we may provide severance and support to ensure the transition is fair and respectful. These arrangements are never about "silencing" anyone—they’re about helping people move forward in their career with confidence, and showing gratitude for their contributions.
