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      Checkout.com

      Engaged Employer

      Checkout.com reviews

      3.9

      80% would recommend to a friend

      (1,106 total reviews)
      avatar

      Guillaume Pousaz

      86% approve of CEO

      84% positive business outlook

      Ratings by category

      4.3

      Compensation and benefits

      4.2

      Diversity & inclusion

      4.1

      Career opportunities

      3.9

      Culture & values

      3.7

      Senior management

      3.2

      Work/Life balance

      Checkout.com has an employee rating of 3.9 out of 5 stars, based on 1,106 company reviews on Glassdoor which indicates that most employees have a good working experience there. The Checkout.com employee rating is in line with the average (within 1 standard deviation) for employers within the Finance industry (3.7 stars).

      Ratings by demographic groups

      Reviews by job title

      1K reviews
      2.0
      Jul 22, 2019

      Good place to work, for the lucky few

      Software engineer
      Recommend
      CEO approval
      Business Outlook

      Pros

      Salary is average for the industry, but it's a good environment for a person that wants to learn on the job, new tech but that's about it. After a year or so, you will feel frustrated about the whole mentality and culture and you would go and find a better job.

      Cons

      When starting at Checkout, it's like being handed a deck of cards and you need to choose your hand. You might get lucky and draw some good cards, placed in a good team, with good leadership. Or you can get the complete opposite. The latter is my experience, put in a team where you are labelled not based on your skills and knowledge, but how you are able to interact with the higher-ups. If you are an Yes man, you will fit right in. If you have concerns around design, implementation or estimation you are viewed as someone who is not a team player. While I was there, leadership was non-existent, no goal setting, no regular 1 to 1s, manager was clueless or not interested in constructive two-way feedback. For example, there were no 360 degree reviews while I was there, you could not review your manager. Because of that your salary increase, your promotions, and the work you were doing were directly tied to how much you were liked by your immediate line manager. That's a lot of politics and it's not limited to just your line manager. The hierarchy is completely messed up, all they are looking for are Senior Engineers, as if they have a fear of hiring mid-level developers that can be trained or grown in-house. It's mostly because they don't have a strategy for growth or even individual training budgets. While I was there, I received no formal training (external or internal), and you had to fight for the tools that actually helped you do your job. Because they label themselves as a FinTech company, start-up environment, they will hide behind this facade to not have proper processes in place when you have an issue. Lately, they have introduced OKR, leardership training and maybe training budgets, but I wouldn't get my hopes high, the same sort of people will maintain their status and position and will do the same thing, regardless, because that's what they know will work. And the last thing, there is a running joke among-st the employees to ask about how the bonus calculation is made. Many colleagues have asked about this, and received vague answers about performance and promises of transparency which never materialize. Yet, bonuses always seem to be the same % of salary for everyone, regardless of performance.

      avatar
      Checkout.com Response
      6y
      Hello, Thank you for taking the time to share your thoughts - we value any feedback on how we can improve! We recently launched our Checkout.com leadership programme impacting 60+ team members in just 3 weeks. We will continuously be improving this programme which we place great value on. We have also published our Company and Departmental OKRs, all cascading in a clear and logical manner to ensure consistency and alignment across the whole company. We pride ourselves on being a meritocratic environment and are truly sorry you didn’t feel this was the case. We will shortly be releasing our new Engineering competency profile to help with career progression and have a new HR platform that incorporates 360 reviews which will influence our bonus awards based on relevant and holistic feedback. Finally, we would like to clarify that training budgets have always existed and been put to good use at Checkout.com. We plan to take this to the next level with increased budgets per head and training days off per year. Hopefully, this sheds some light on some of the points that you've raised. If you’re open to having a conversation, please feel free to contact the People Team so that we can further understand how we can improve. Best wishes, Louis Head of People
      3.0
      May 7, 2019

      Great Tech and Culture, Poor Career Progression

      Software engineer
      Recommend
      CEO approval
      Business Outlook

      Pros

      Checkout has some amazing technology. The vast majority of it is cutting edge, and there's a general enthusiasm towards perpetual improvement. Most of the people who work at Checkout are smart, motivated and just all-round nice. There are frequent formal knowledge sharing sessions, and the environment is dynamic with regards to the number of interesting projects being developed. There is general freedom to suggest and motivate for the implementation of projects that you feel may improve the business operations, as well as a fair amount of autonomy in the way that you work and implement features. The company is going places. They just received the largest amount of Series-A funding for a European FinTech on record.

      Cons

      There is zero transparency on career progression in the engineering department. Nobody seems to be able shed any light on what characteristics and competencies are required to be able to move to a position of more seniority. Vague goals and wishy washy promises are often offered to appease, and promptly forgotten come next review period. This problem is further exacerbated by incompetent managers, as they are often the only line of communication between you and one who makes decisions on your career progression. I found myself often misrepresented in this fashion. This is not always the fault of the manager, as Checkout does not provide training for any of its engineering line managers, and I don't think that it's malicious. Seniority and technical know how != people management and development skills. There is no recourse for someone in such a position. Reviews are downward facing only. One never has the opportunity to review one's manager, and so many issues either never come to light, or are ignored when brought up face to face, eventually resulting in a decision to move on to better things.

      avatar
      Checkout.com Response
      7y
      Hi, Thank you very much for your review. We take every review seriously and pride ourselves on using these opportunities to improve the what, why, and how we do things. Before we respond to the improvement areas, I would like to thank you for all the positive feedback. We are glad to see that you believe in our technology and the people building it! Also on the notion of knowledge sharing and autonomy, we strongly believe and encourage this behavior all across the organization and again, are glad you have had such a positive experience with this element of Checkout.com. Now, I will try my best to answer your other points by telling you everything we are working on in these areas. Career progression: we have been working on competency profiles for the entire company, set to launch later this year. This will improve everyone’s understanding of the expectations associated with each role and will be launched for every team. We also have a highly successful internal mobility program which allows our employees to change teams, departments, and even careers! We encourage career progression and, in May this year, we promoted over 43 Checkout.com employees! Furthermore, we will be making sure our competency profiles incorporate our Values and Behaviours so promotion isn’t only tied to on-the-job skills but also and primarily, (when the new role entails managing people) to emotional intelligence and empathy. Leadership competencies: this project has also been kicked off and we will soon launch our 6 key leadership behaviors. This will not only help the leaders of today develop, but also show aspiring leaders what it takes to get there at Checkout.com. Therefore, we will be launching a new, tailored leadership program that will help even our most experienced managers. It is also worth noting that we have an abundance of highly rated leadership courses readily available at the click of a button for every current and aspiring leader at Checkout.com, using our Udemy for Business subscription. Objectives and Key Results (OKRs): are at the top of our agenda. Soon we are going to be revamping and launching all of our company and department OKRs using our new HRIS! We believe this will positively impact individual goal setting making it much more meaningful and effective. In short, we want you to have GOALS that drive your development and help you achieve more. Manager Reviews: We recently introduced upward-manager reviews, to make our feedback system feel more holistic. The mid-year review cycle is just around the corner and we look forward to using this new feature for the first time together! Today we have self-reviews, team member reviews & peer reviews. Once we add in the upward-manager reviews, we will have everything covered! Lastly, I am sorry you feel like your issues have been ignored. This is not the culture we encourage. Should you feel comfortable talking to me or anyone in the People team about this, we are more than happy to schedule some time, listen to your feedback, and together, find ways to improve. To close, we are certainly in a transition phase and are working tirelessly to truly make Checkout.com the best place to work. This said it takes time, effort, and most importantly, honest feedback like this to do it. So again, thank you, and we hope you can see that we are genuinely working on everything you mentioned and will not stop until we get it right. Your People Team
      4.0
      Feb 14, 2019

      Good place

      Anonymous employee
      Recommend
      CEO approval
      Business Outlook

      Pros

      -Great People -Decent Salary -Company Paid Holidays (although not sure for how long with the rate of growth) -Meet new people

      Cons

      -Alot of things need improving but I think Checkout has come really far so cant complain.

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