Canopy Reviews

- The management routinely over promises and under delivers in a bid to grow sales. The team is then left to contend with deeply unhappy clients. - Compensation is poor. You are not rewarded fairly, even when you go above and beyond. - Very long hours, with no overtime pay. - Employee share plans are not adhered to despite being billed as an important part of compensation when you first join. - There is no product focus. Deployments are slow and there are a slew of half baked fixes and manual processes that prevent scalability. - The high attrition rate and stingy hiring policies make it difficult to build a strong and reliable team. - The top leadership is not clear or transparent about the company’s strategy or direction. The CEO has minimal engagement and visibility to those outside the management clique, and purposefully chooses to ignore well known problems such as compensation.

ok, how do we fix it" attitude leads to no accountability meaning people can get away with basically anything. A very sweep it under the rug and forget about it type mentality. • Lack of professional communication standards, leading to embarrassing communication exchanges, especially over petty items. • There seems to be a blame culture inter teams. • Peculiar clique culture in management, both inter and intra management, meaning if you fall out of favor you are going to fall far and it is near to impossible to gain favor again. You must always say yes to survive. • For a product company there is a lack of commitment to building a proper product team with relevant experience, leading the teams to be come frustrated when development is slow, or situations are not handled appropriately. • This lack of commitment means that all areas are riddled with the culture of small fixes and patching it up rather than solutioning properly. • The “vision” or direction of the product is never fully transparent and what is conveyed changes frequently. • The compensation is not competitive and the ESOP in my opinion is not worthwhile as a substitute. • Some parts of senior management seem more concerned with there public profile than letting the work speak for itself through the success of the company. • High turn over of other teams leading to unnessasery issues