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      Deel

      Engaged Employer

      Deel reviews

      4.4

      87% would recommend to a friend

      (1,998 total reviews)
      avatar

      Alex Bouaziz

      92% approve of CEO

      84% positive business outlook

      Ratings by category

      4.6

      Diversity & inclusion

      4.3

      Culture & values

      4.3

      Senior management

      4.3

      Career opportunities

      4.2

      Work/Life balance

      4.1

      Compensation and benefits

      Deel has an employee rating of 4.4 out of 5 stars, based on 1,998 company reviews on Glassdoor which indicates that most employees have an excellent working experience there. The Deel employee rating is in line with the average (within 1 standard deviation) for employers within the Tecnologia da informação industry (3.9 stars).

      Ratings by demographic groups

      Reviews by job title

      2K reviews
      1.0
      Mar 16, 2022

      Think twice!

      Anonymous employee
      Recommend
      Business Outlook

      Pros

      - Working remotely is great and if you love traveling/hate commuting then you'll love it! - Getting to know people all over the world - If you get into a good team and have a good manager it can be fun but if not...

      Cons

      Could write a book about this. But to be clear, everything here has been shared multiple times with various teams inside the company so Deel could improve but no one really cared... it's better to look successful and caring on the outside but to disregard many concerns on the inside of the company. I'm not the only one, many employees complain about many things and it's not rare to see people join and leave after a few weeks/months. Again I get it, it's a startup, it's growing extremely fast, it's good for certain people in the company but at what cost? See below: - Salary isn't fair and depends on location. So better move to San Francisco and after getting hired move to a cheap location. Even a little kid would see that the logic behind salaries doesn't make sense and isn't fair. Someone doing the same job who joins 2 years after you might get a higher salary because he lives somewhere else... seems fair. - If you didn't get stock options then maybe it would be better to work in a factory cause the salary is probably higher and has more structure. But hey you get to work remotely... - no structure... everything is on Notion. If you don't know something, go and find it yourself cause everyone expects you to know everything on Notion by heart. - processes, rules, information changes daily/weekly with tons of useless slack channels, tags, info on Notion. (again it's normal, being remote and growing fast to deliver information to everyone. But we don't have to like it and nothing is improving) - Joined pretty early, saw Deel as a family, worked many hours during the night for a year, went above and beyond for every metric there is, and thought working hard will get me the promotion but it's not true. No one cares... You have to fight for yourself constantly, promote yourself and make yourself likable. - Everything is manual. It looks like it's automated from the outside but you have to do essential tasks manually every day even after reporting it for more than a year. - no wonder Trustpilot reviews are higher than glassdoor reviews. Glassdoor's rating looks fine NOW but if you can, check the total rating from 1-2 years ago. Many positive Glassdoor reviews have been given by employees who have been at Deel for less than 6 months, it's rare to see a good review of someone who worked +1 year, also because the majority almost 700 of 800 employees have been hired in the last year. - Benefits on the job board are a joke. - Stock options aren't included if you don't ask for them explicitly - Ego, ego, ego... The majority of execs behave as if everyone is their slaves and they're the rulers of their kingdom. Some execs are fair and genuine but the culture is toxic. No wonder so many employees left from various teams. - A lot of things are being done to look professional like a performance review but then nothing happens after the review... It's something you've heard various times so what's the point of a review. - no clear career path - "just keep pushing and if you ever complain we will see and probably disagree" - Getting promoted doesn't depend on performance, make yourself likable, talk constantly on slack even if it's not valuable and make the life of your manager easy, and then maybe you get a chance. - You have to be online 24/7 and answer instantly. - Giving neutral feedback about any bad or negative processes doesn't work and backfires... which is why this review won't help Deel either because ego is higher than the willingness to improve. That's why everyone just works their hours, they only see Deel as a company they get money in exchange for their work and that's it. If you're lucky and have some colleagues in your city you can make friends and it feels a bit better but ask anyone about these points and 80% will agree. I could write many many more points here and more specific examples but these are more general points that might help everyone to see how it is internally at Deel.

      avatar
      Deel Response
      4y
      I appreciate this review very much. You've taken the time to thoughtfully outline some of what I have uncovered myself since joining as Head of People in December 2021 and some of which I am tasked with course correcting. You are also correct in that going from 50 to 550 people in the 12 months of 2021 meant that things that were not efficient in processes before remained ripe for improvement, including how we scale our culture, our leaders, and our internal communication. We value all of our team members and are especially grateful for the earlier team members like yourself with more than one year of tenure who were building the foundations for Deel. Having been in startups for the past 10 years leading People teams I am not seeing anything abnormal or things that cannot be improved. We have a unique and special culture, naturally diverse and inclusive, with true owners working in radical ways to build the future of work. I know that we can build upon that and that as a People team we owe all Deelers more transparency in pay, better and faster processes to issue your stock option grants once approved by the Board, culture surveys to understand our internal engagement like we do our external customer satisfaction, and ongoing performance and fast feedback. These are all things we have been building since December and we knew it would take Q1 to do it. I also think its important to reiterate here that, just as our customers do and our platform is built for, we employ people in multiple ways and that means we have global Deel benefits and perks ($100 per per per month for wellness and $30 per person per month for development), everyone participates in performance, everyone receives a new hire stock grant (you don't have to ask for it) and everyone is eligible for performance/promotion/refresh grants as well. But this also means that dependent on employment status and the country in which you sit as your tax location there are differences in base compensation by region and statutory required benefits by country. We need to make that more transparent because pay parity (independent of race and gender people in the same job profile are paid within the same salary range for the region in which they sit). Pay parity does not mean that a person sitting in New York City will earn the same as someone sitting in Buenos Aires. We regionalize pay and as people move their tax address we make salary changes as applicable. Again, thank you for this review. We'll be bringing more ways for you to provide feedback internally as well (ie Roots!) and I hope you will begin to see improvements. 2022 is a building year for us on the People side and we're building the team to support you.
      1.0
      Aug 9, 2022

      A miserable work environment

      Anonymous employee
      Recommend
      Business Outlook

      Pros

      The only main pro is that the job is extremely remote friendly. Like other detailed reviews have shared, the cons truly outweigh the pros.

      Cons

      - Yes, it’s remote-friendly but there is no thoughtfulness into building a positive, remote environment. No WFH stipend and no boundaries as to people’s working hours. You’re expected to be online all the time and to answer requests right away. Don’t answer? You’ll get shouted down for being slow. - No proper salary methodology. They localize salaries which means folks outside of the US and UK don’t get paid competitively at all. For a company that preaches about global hiring, you’d think they’d be a bit more forward thinking about this aspect. - Management is terrible. I’ve seen this from the top down. Leadership from the exec team is immature and disrespectful. Some middle managers echo that and talk down to their team. If you try to go to HR, nothing gets taken seriously because no one wants to take accountability. It’s all ego here. No one wants to admit when they’re wrong. No one wants to listen to feedback. (There are a few eggs but 90% is spoiled rotten). I’ve seen multiple instances where leaders have made a mistake but want to find a victim to blame. Oh, and this usually happens in public channels too. Be prepared to get yelled at on Slack or sometimes even during a video call. - Looking to grow in your career? Nope. I’ve never received an answer about how to get a promotion or what’s next in my role. - Processes are a total mess and they don’t invest in proper tools for the team. There’s no thoughtful strategy in managing knowledge and processes. You’re expected to always know what’s in Notion (which is an utter mess). Everyone’s getting information from different places or doesn’t know where the information lives so then people just end up asking the same questions in channels for support, success and product teams to answer everyday. This is not sustainable. - A lot of the positive reviews come from the sales team. As much as the sales team may have some kinks in their processes, the real mess is everything post-sales. Managing a client here can be extremely challenging because the product is not easy to understand and questions related to legal or compliance have to be funnelled through internal experts who are working at capacity. - Cross departmental communication is atrocious. The product team ships updates without properly informing and educating the team or even customers frankly. Many times things that are on the roadmap get randomly dropped and then random releases pop up, all without proper notice.

      1.0
      Jul 7, 2022

      Terrible experience, run as fast as you can, don't trust non-detailed reviews

      Anonymous employee
      Recommend
      Business Outlook

      Pros

      If you are a sadist you will love it

      Cons

      Pretty obvious they have a lack of experienced leadership for a company of this size. The director seems to have watched Wolf of Wall Street a few too many times, and is insistent on using veiled threats, constant intimidation and pressure as motivating strategies for the team. Massive lack of respect for the SDR team, with ludicrously high targets that even leadership admits they are difficult to hit. Despite this, they still encourage working overtime, making 100s of calls a day, and questioning your self worth in order to hit these numbers. Micro management is the culture here. They insist on tracking everyone's targets on a day by day, hour by hour basis. The director using threats of "spot checks" to ensuring reps are dialing every second possible. Many people quitting weeks after starting. Perhaps it's due to toxic culture? Seriously, if you are interviewing here, please ask about employee turnover rate. To top that off, they hired Canadians as full time employees with no healthcare benefits to offer. Honestly kind of embarrassing to work for a company that can't even provide the same level of benefits as McDonalds. Culture doesn't seem particularly important. They constantly cite "Deel speed", but you'll quickly realize this is just a way to veil toxic expectations and work life balance for their employees.

      avatar
      Deel Response
      3y
      I appreciate the directness and candor of your review, although I am sorry to hear that your experience at Deel has not been a fit. I do agree with your advice to management - be careful not to prioritize growth at all costs. Deel hit product to market fit and took off in terms of customer count and internal headcount starting around July last year (July 2021) so we have been building the rocket ship while flying, which is typical in a hyper growth startup, over the past 12 months. We have been in our infancy. So I, like you, look at where we are and understand that we must build the foundations as in any start up at our stage (not size). Our size, in terms of customer count and headcount, exacerbates our situation of being in start up phase with our organizational structure, leadership development, technology and automation, processes, etc. I disagree with your perspective that culture is not important. Culture is incredibly important and we have been establishing the foundations to deliver the culture we strive for - speed, customer obsession, solving tough problems, fiscally conservative, globally representative and inclusive, resilient, growth mindset. We do understand that Deel won'e be a culture fit for every person. People who are not comfortable or able to be successful working in a fully remote environment, delivering while working autonomously, working cross functionally in a matrix and across time zones, and generally being driven to solve tough problems at speed with our customer in mind will not enjoy or be a fit working at Deel. Regarding the SDR team specifically, we've had turnover in our senior leadership and are actively searching for a Head of SDRs (VP level) who has experience building, scaling, investing in, and developing a global SDR team successfully. We acknowledge that building out the SDR team over the past 6 months has had bumps, and we are specifically seeking to learn from those who have been there done this while bringing in a senior leader who can be a mentor and positively impact the careers and opportunities of our SDR team. There is much to do with metrics, deliverables, leadership, and culture for sure. Thanks again for your review! We look forward to hiring the new leader soon.
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