Never go and work in Linkedin as a contractor they will ruin your life - Trust and Safety Associate LinkedIn Employee Review

1.0
Jun 4, 2016
Recommend
Business Outlook

Pros

Good ambiance, good brand

Cons

If I have to mention the downside of working in linkedin thn this page wont be enough. They treat contractors as slaves and in a very disrespectful way. Moreover, they fire pregnant ladies as preganant ladies tend to take maternity leaves and they replace her by hiring someone for lesser salary. Some of the managers in Content Review team and trust and safety treats women in a very disrespectful way. They micromanage them to a great extent where women cry on duty because of the illtreatment. An organization of such a stature is doing such things and there is no one to hear the story of the contractors who work day and night because they are made to work so. Contractors are asked to do night shift without giving transport. At night they switch off the AC and nothing is available except water. Contractors suffer a lot and when they want to discuss about their issues they are fired immediately. It is a trauma for every contractor who work there. The contigent HR is so rude that she keeps threatening people. The managers of trust and safety treats you in very unprofessional way and they don't spare even women who are much experienced in the team.

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5.0
Jun 9, 2026
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Pros

Excellent work life balance and great kind of environment

Cons

There is a lot of pressure on deliverables

4.0
Jun 11, 2026
Recommend
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Pros

LinkedIn has a strong engineering culture, smart and supportive teammates, and meaningful product impact at a large scale. I have had opportunities to work on complex systems, collaborate with experienced engineers, and learn from cross-functional partners across product, design, data, and infrastructure. The benefits, flexibility, and internal learning resources are also strong.

Cons

Because the organization is large, decision-making can sometimes be slow, and priorities may shift before projects fully mature. Promotion expectations can feel different across teams, and the number of meetings can make it harder to protect deep-focus engineering time. Cross-team ownership is not always as clear as it could be.

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