Some of these are part of working in a start up but for me, these were the biggest reasons why I left Personio.
Firstly, it's extremely difficult to hit targets - the salary is good but not if you can't actually get your full OTE without completely sacrificing work life balance. Targets are very high and there is no "ideal customer profile" in Personio because they believe every SMB will want to buy, which is simply not the case.
Leadership is massively inconsistent. Personio has a very young workforce and most people are their first "X" job so they're learning on the job. My manager was great, I learned a lot during my time there & got training and feedback that still helps me today in my new SD role. However, my manager had limited time due to the number of people on my team since Personio is growing so fast and as a result, sometimes I felt that I was taking too much time if I needed help outside of our weekly calls.
Inconsistent promotion criteria - this was huge on the SD team and I have friends that also experienced this in other departments. Some people did not hit their targets but got promoted to AE roles, other people got VERY similar results and were actually let go. How was this justified? It wasn't. It seems to be that if it suits Personio, because an AE role needs to be filled, even low performers will get promoted. BUT if you're not hitting those impossible targets and there's nowhere for you to go, then you'll be let go - research this on LinkedIn, it's quite visible.
