Adyen reviews

During my time in the HR department at Adyen, I encountered a situation that highlighted some concerning aspects of the internal culture. A highly qualified and experienced candidate had reached out to me multiple times regarding a relevant job opening. Recognizing the candidate's potential and the close alignment with the role’s requirements, I proactively recommended them to the hiring colleague managing the position. Despite my suggestion and the clear suitability of the candidate, my colleague—who had only two years of experience—dismissed the recommendation. It appeared that the decision was influenced more by internal biases, as the candidate had reached out to multiple team members, rather than being based on merit. This experience reflected a lack of openness to diverse perspectives and a missed opportunity to bring strong talent into the organisation. The HR department operates in its own silo, with little to no oversight or accountability—leading to inconsistent and biased decision-making..

- legacy spaghetti code, no tech stack - no product vision - manager involves in every meeting, makes every decision without asking the team - actually there is no team at all - individual work is dominant rather than team work - remote work is discouraged - working from abroad depends on manager approval and has no standard approach - you have to fight for the details of your work, for example to understand what they exactly asking you to do. - the manager is proud of being unstructured and chaotic (probably he confuses having no structure with agile) - no openness and direct feedback, people talk behind each other