Poor compensation, controlling senior leadership, good coworkers, good product - Senior Product Manager bei Signals: Mitarbeiterbewertung

The high amount of employee turnover is very alarming. Since I left less than a year ago, almost all of the employees who were working there when I did have also left. This speaks directly to how poor it is to work at ChatFunnels. I imagine other employees left for at least some of the reasons I outline below. Compensation / benefits were extremely poor. Health insurance was the worst I’ve ever seen in an employer. The job I left for paid more than twice as much as ChatFunnels was paying me with insurance that was better and twice as cheap, at-home work better PTO and additional benefits. Direct manager was good, but founders / senior management were extremely poor. Coerced in-office work, which with new family hardships that arose unexpectedly, was impossible and required that I leave. Such controlling nature given this hardship speaks volumes to their way of management. Their unwillingness to understand / accommodate given the severity of this hardship even suggested a level of immorality in this leadership (as opposed to mere incompetence). But severe incompetence in this senior leadership. They were way too controlling. They would ask you to do a project and first tell you to do it the way you thought best, then to micromanage you after you had completed it, thereby making you do the project again and waste your time (in doing it twice). You assume that a benefit of working for a start up is flexibility to grow and gain experience you otherwise wouldn’t, but that doesn’t occur given the highly controlling nature of upper management. Career opportunities were abismal. An assumption in working at a startup is that you’ll gain career experience / leadership opportunities; however, I did not see any change in my roles in a 1-year, 3-year or 5-year perspective. This was also a main reason I left. The requirement to work in-office for a tech company is strange post-Covid. The flexibility to work at home is an additional benefit and the fact that senior management apparently doesn’t understand this suggests unusual incompetence and/or rigidity that is detrimental in leadership. Senior management decisions were incompetent too. They only had one sales rep for the longest time (who was marginal), and did not hire new sales reps for the longest time despite the pleadings of my direct managers. Decisions like this make you seriously question upper management’s ability not run a company in the ground. Also, although the product is interesting and could be helpful to companies, it is in no way essential, providing a difficulty for the company to grow.