Good place to get started - Anonymous employee Sportradar Employee Review

3.0
9 May 2025
Anonymous employee
Recommend
CEO approval
Business outlook

Pros

- great opportunity to work in an international sporting environment - Good place to learn the politics of working with federations - nice colleagues and a young team that you can always have chitchat with (from a male perspective though) - doubling down on AI with a strong vision - some travel to events - flexible working hours

Cons

- no onboarding process - deep knowledge is only privy to a few people and it usually doesn't get shared across the company - processes don't catch up with growth of company - line-managers almost never have time for questions and there is very little support as well - only a few people get promoted who have been with the company since before the hupergrowth phase, others don't really stand a chance in the current setup - efforts to wanting to learn and contribute usually get overlooked - below-average salaries that usually don't get increased

Explore other reviews about Sportradar

5.0
2 Feb 2026
Recommend
CEO approval
Business outlook

Pros

Very flexible with scheduling. Nice bonus job that you can do after work. Not too difficult and if you’re already watching the game you might as well be getting paid for it. Supervisors and management are great and schedule very well.

Cons

Hard to get a lot of hours after the month of November. Guaranteed to work at least part of a Saturday almost every week.

1
2.0
23 Jun 2026
Recommend
CEO approval
Business outlook

Pros

There are some very smart, very strong team members. However, those individuals are leaving in droves.

Cons

The executive leadership team, especially Carsten have lost their way. Increasing demands on staff, while cutting team staffing across all functions, forcing 5 days in office without thinking through a plan and how it will effect families, and lack of raises the last few years has created a very stressed and overworked culture. This company has fully shifted into an "appease the shareholders" phase of cost cutting, do more with less phase which is having a large effect on the quality of talent. There is a constant shift of senior leadership with changing priorities when the actual fix to most problems are to just add low level staff to do work. This place is overrun with Sr leaders demanding KPI/KRI updates, sitting in meetings, and not much time spent doing actual work.

2
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