Toptal reviews

- Focus on style over substance and marketing of Toptal vs reality/improvement of Toptal. By that I mean, the leadership cares more about how the company is perceived than how it’s actually doing. For example, any negative feedback or PR results in discussion of how to discredit that feedback instead of understanding whether the feedback is true and how to get better. - Inexperienced managers and leaders that don’t know how to properly grow a company or develop people. - Overinflated sense of importance. Toptal is an interesting company with a above average business model. However, it tries to market itself as a revolutionary company that’s changing the world. - Average talent. Take a look at the LinkedIn profiles of people at Toptal and compare it to those at elite companies. - Unnecessarily long interview process with an unbelievably quick firing trigger. There are several rounds of interviews, many of which don’t add any value. But once at the company, people get let go without any warning for items that are fairly easily correctable. - Poor benefits. Toptal is 100% remote and makes employees buy their own tech, pay for their own internet and phone/data plan. Insurance is OK but has a high deductible. 401k plan is expensive and there’s no match. No annual bonuses.

Unclear and often unprofessional or aggressive communication at the executive level. High turnover The culture as described does not always ring true in reality. Transparent, 360-degree feedback is pushed hard as a pillar of the culture from your first day, yet many executives do not participate. Working remotely is awesome, but you are expected to be available almost all the time as taking "unplugged" time off is not encouraged. This is more noticeable on the operations side, not as much on the technical side.