Iterable Reviews

Having been here for a few years, it saddens me to see the leadership, company values, and culture completely deteriorate. It's been hard to watch, but even worse to be a part of. The new executives we've brought in, specifically the CPO, have completely run the company to the ground. What once was a fun and collaborative environment, the new immense pressure and strict guidelines have deterred team members from wanting to help one another for fear that they may be next on the chopping block. In all my time here, I've never seen so much burnout with individuals working way past midnight just to feel like they're getting by. Company politics and "not stepping outside of your lane " in fear of repercussions have completely taken over. Everyone is advised to air their grievances to HR/managers/executives, but this only puts a target on your back. Transparency has also become a huge issue in the last 6+ months. Leadership feigning excitement/support for goal and metrics attainment but blindsided by various layoffs, hearing from team members (NOT from the CPO or dept leaders) promotions have been halted indefinitely...the list goes on.

Year to date, 23 employees with titles Manager or above have departed Iterable. The company calls this "normal" and rarely vocalizes what they've learned and can change from so many tenured departures. Those in the company that are not in a constant state of burnout are either within their first 6mo/1yr or in a leadership role where they can stay oblivious to their team's struggles. Multiple times, engagement surveys have shown an overwhelming number of ICs feel like they haven't been communicated a vision/direction that inspires them or that they don't know what's required of them to succeed at their role. The company started rolling out OKRs 2+ yrs ago however often the deadlines from execs (C-Suite or VP) for finalizing and communicating these OKRs are missed. When they are finalized on time, the OKR may change a few weeks later after the execs have gotten around to getting input from above or laterally. Retros on OKRs from below almost never happen. This all results in a feeling like you don't know what's most important, when you ask for direction, your manager may not know or may change it shortly after, and you're in a perpetual state of busy but not effective. I'm used to HR teams looking out for the company/exec interests but never one so actively hostile towards constructive feedback. Among employees, there's widespread advice to "not trust the People Team". If you report to HR that your manager/exec is toxic, abusive, or hostile... you can expect to get gaslit or have that "investigation" get swept under the rug. Before I get the HR generic response on this review, I implore them to FIRST ask their HRBP team to reach out to the departments they cover, make a safe space, LISTEN to the feedback, and be totally transparent about your priorities. Don't ask me to "reach out to you", you've already violated that trust.