Pros
Great newer SF office and Spaces team
Cons
The most recent positive reviews were posted by what remains of the People team (two people I think? Hard to say, changes weekly) and the "leadership." Look at the dates of the most recent postings. They also made a big show at All Hands (shortly after the postings) of how the ratings on Glassdoor when up. They are having a very hard time hiring A or even B players. Do you see many responses from management to the negative Glassdoor reviews? This is because they are fine with losing so many people, they keep telling themselves and us "this is a performance-based culture and it's not for everyone." They are clueless but at least they stick to the politically driven talk track they keep trying to push on the company. The great new office in SF is mostly empty now due to the MASS exodus of both staff and leadership in the last year. Over 160 people and most of the leadership quit in the last year. Anyone who tells you different is lying. Culture of fear. They call it a "performance-based culture" but that is political speak for "you will work nonstop and keep your mouth shut or you can find somewhere else to work." Which we are all glad to do and actively moving in that direction. The employee happiness surveys are the worst I've seen. The last one we did in November was completed by close to 90% of what remained of the company (more have left since), which is a large response rate. The approval of leadership was in the mid 30% range. Believing leadership cares about people was in the mid 30% range. An employee asked the CEO during All Hands "how he planned to stop the bleeding of employees departing for better opportunities?" The CEO responded by saying the employee was wrong. "They didn't leave for better opportunities, they couldn't handle our performance-based culture. This is the ONLY good opportunity in the valley." 160 people left because they couldn't deal with the culture? Delusional much? He actually thinks people can't see through this. CEO also talked about how we could rest assured they will take action on all the negative responses and develop a plan where previously they had ignored negative responses. The plan they "rolled out" at All Hands to improve employee happiness... Adding more HRBP office hours to help the employees learn how to receive negative feedback better. So it's the fault of the employees that they happiness is low? Because we don't know how to receive negative feedback??? Mind-blowing. What remains of the management team thinks name calling and promoting your secret friends into leadership roles they have no experience in, is the way to scale. They scheme behind the backs of the employees, leaders, and investors. The thing is, word travels fast, nobody trusts each other here, so their scheming ends up being so transparent, which is laughable. They spend hours writing extremely long GitHub tickets and Paper Doc's and believe five pages of a meeting pre-read is a good use of time. GitHub is their main form of communication. They do not email, you have to read through endless GH tickets just to find one nugget of pertinent info. Not a strategic bone in their bodies, clueless on how to manage time and meetings, no understanding of the word "communication" or what it means to a scaling company, and NO common sense whatsoever. ZERO and I do mean zero experienced leadership. CEO and his buddies have backgrounds in bartending and political campaigns. Which makes them great at drinking and not telling us the truth. No upward mobility. No mentorship or support from management on any level. Nobody watching the money. The CFO left over a year ago, then the remaining experienced team members in Finance all left last December (days before the board meeting). They've appointed someone from engineering to run finance.... need I say more? The head of Sales left recently as well. I think he was the fourth or fifth head of sales in recent years. I liked him and the sales team had actually become the one bright spot in the company in terms of improved morale and incremental success. But that was short lived. Sadly. Arrogant, inexperienced CEO completely oblivious to the little people below him. I have been interviewing in recent months (as have literally all my team members) and every interview has started with "yeah we've heard about the chaos at Mapbox, you don't need to explain why you're leaving there." Once this company goes under, and it will, all the cronies will be in for a rude awakening when they join another company and find the Mapbox way of doing things will get you laughed out of any other remotely successful company. I could go on, but you get the picture. Don't ruin your resume by adding Mapbox to it.