Medallia reviews

Thank you for your feedback - a lot of it resonates, some not so much. You're preaching to the choir when you say we can't settle for mediocrity. While rapid growth and care for clients does translate into spurts of time where we have to work extra hard, sustained lack of work life balance should never be the norm. If you don't feel comfortable talking to your manager about your hours, please reach out to your HRBP, People & Culture, or me. In terms of cost-cutting, it's not actually happening. As Mike Kourey says, we have limitless budget to invest but not a dollar to waste. That means we will continue to invest - in our people, our product, and our customers - and reallocate budget based on our strategic goals (speaking of budget reallocation, have you tried the new baked apple chips? I love them, and they're way healthier than the protein bars I used to munch on...) Okay, last point. Promotions... I love nothing more than to develop and promote current medallians into more senior positions. Occasionally, we do need people to come from outside in order to inject new ideas and fresh thinking, other times we simply need to go outside for skill sets we don't have internally. My optimum is 60-70% internal promotion and 30-40% external hires. That said, we never want to hire someone who doesn't value our culture. If you see hires that you think are bringing in a fixed mindset, office politics, or other things we try to keep at bay, please reach out to your HRBP, People and Culture as well as myself. Usually, it's just an issue of coaching and any issues can be addressed as long as we confront them head on. Please let me know if you think of any other suggestions - my email is amy.pressman@medallia.com.