FanDuel reviews

- Pay is below market rate, while the company regularly brag about how much revenue is being generated, which is incredibly tone-deaf. - High staff turnover which the company try to downplay, and claim the abundance of jobs is based only on "high-growth". - Lack of transparency - No commitment to improvement. Very much a "if you don't like it, you can leave" attitude from leadership. Speak up at your own risk: some managers take it personally and will act petty towards you in future. Again, I don't get this vibe from the C-team, but you don't deal with them on the day to day. - There's a bias in promoting those with a certain attitude (outspoken, extraverted, ability to think on the spot, bad at listening, passive-aggressive or just plain aggressive). This results in a lack of diversity which is stifling. - Many of those in management positions are under-qualified but know how to network and talk themselves up. It sets the standard and you can feel like you have nobody to turn to. - Employees are expected to display the company principles, EOY bonuses are based on this - yet leaders don't follow suit and instead display the exact opposite behaviour without consequences. - Gaslighting and manipulation are commonplace when you try to speak up. I developed PTSD from a particularly toxic manager and am now having therapy to rebuild my self-esteem.

- While inevitable, the loss of FanDuel's startup culture is potent and disappointing; you will be working as part of a massive global corporation, and you'll feel it. It's far less about the product now, and all about the cash cow. - Lack of stability in terms of verticals and road maps. You will find your team repeatedly steamrolled, projects changed/abandoned and late hours expected as you suddenly MUST be first to market for whatever state has decided gambling is a-ok that week. - There are cliques within the leadership team that are relatively new and horribly toxic. People that lack professionalism and technical knowledge are making decisions they shouldn't be. The number of tense company-wide calls lately has been ridiculous. - Comms between the average employee and leadership are poor. We have frequent townhalls with Slido and live questions, but more often than not the answers skirt around the real issue, or the person raising the question is made to feel stupid/naive or plain infantilised. - Comms generally are a problem. Rumours abound throughout the company long before any concrete information is provided by leadership.