Pros
Free lunch Some people are entitled to a 'commuting allowance' Adyen + Benefit to spend on what you want (but take this as a warning that this is for you to be used towards your growth and progression and you not benefit from any investment once you join. No classes, courses, materials for development etc) Healthcare 401k / pension contributions
Cons
If you’ve landed here because you’re considering working at Adyen, pause and read the negative reviews carefully—they’re not exaggerations. From the outside, Adyen markets itself as a polished, world-class fintech. Inside, it is chaotic and high stress with employees that joined early in its conception who never grew up. Stories of inappropriate behavior at company events aren’t rare, they’re normalized. Drinking at company events can get out of hand, even some senior leaders behave without accountability, and these antics are brushed aside as part of the ‘fun’ culture. The environment is cult-like: those in favor can do no wrong, while those who don’t fit the mold are quietly pushed out. Expect cliques, cold regional offices across Europe (UK and France are especially unwelcoming), and a mean-girl dynamic where new joiners are ignored rather than supported. Leadership not only tolerates this but enables it. Processes are inconsistent and chaotic. Performance management feels like a weapon. People are put on PIPs with vague, shifting expectations, while others get away with the same behavior, or worse. Terminations are frequent. Communication is poor, documentation is outdated, and internal tools are riddled with broken links. Turnover is high, and it’s easy to see why. Lots of new hires realize within 6–12 months that this isn’t the dream company they thought they were joining and move on quickly and quietly. The product is also not the market-leading powerhouse it claims to be. It’s expensive, patchwork, and increasingly recognized as replaceable. Competitors are quickly overtaking. Account and Sales team members in particular should beware: team leads often act like schoolteachers scolding children. Feedback is harsh, unprofessional, and personal rather than constructive, with managers leaning heavily on criticism and fear rather than support. It sets a toxic tone that younger employees mistakenly accept as normal. Finally, strategy shifts constantly. “Pillar leads” often lack clarity and conviction, and employees are left chasing confusing, moving targets.