Wayfair reviews

Senior management has created a psychologically unsafe working environment. There has been significant personnel loss to the design team. Despite repeated and continuous complaints and ideas for solutions from current and former employees, senior leadership appears to show no signs of acknowledging or addressing the massive retention problem and the problematic speech and policies that come from the top down. Senior leadership is content to wait for seasoned employees to leave by treating them in increasingly hostile ways, and then replace those folks with outside hires. Expect the goal posts to be moved many, many times over the course of your career. There is no way to tell if your performance will result in success or failure, as decisions to let folks go seem to be made on a whim and never communicated to the rest of the team. Don't expect open lines of communication or any sort of transparency from leadership. Expect to be ground down, and replaced once you're exhausted. Especially if you're a member of a marginalized group -- prepare yourself to withstand improper treatment. You will receive zero support from HR. The company is convinced that because they have a "no egos" hiring credo, that implementing actual policy is unnecessary. Unless you're a director-level person ready to put in the time and effort to turn this culture around, or you're someone who's content to put their head down and pump out mocks, understand that you're walking into an environment where the gossip mill is spinning out of control and morale is at an all-time low. Besides, any other comparable tech company in the area pays 30-50% more than the base salary you will receive here.

There is a reason that there aren't many women in engineering at Wayfair. Females are regularly passed over for awards and recognition for the work they do, with male coworkers often given credit when they may have only had a peripheral involvement, if any at all. Other people getting credit for your work is pretty common place, as I just watched in a meeting knowing someone else did the *entirety* of the work and some new hire that just put a file in place got credit for it. Some groups are hostile to females, ignoring them in meetings and only listening when male members of the group repeat verbatim what the woman just said. During promotion season, they promote and give raises to people who take credit for other people's work while not recognizing the people who actually are doing the work. When the workhorses leave because they are rightfully angry, nobody takes over what they were working on or maintaining, leaving things in shambles. This makes the tech stack frequently end up in a state where people have to scramble to upgrade or fix the software in use, as people are forced into fixing it. They just obliterated the entire SRE organization with a re-org just before a big event, leaving that entire team wondering what they should and shouldn't be working on, saying they'd fix it after the event. After said event, many still do not know what they should be working on, who they report to, or what organization branch they're in. People are angry and some are looking for new jobs. SRE was frequently blamed for "blocking" things by the software engineers. The truth was that when they were tasked with the "janitorial" things the SWEs didn't want to work on, they were reliant on other groups who ignored their ticket queues or caused other time sinks out of SRE's control. Because upper management doesn't actually figure out the root causes for issues, they just took the SWEs word for it, and now we're in this disasterscape. Nobody wants people to pay down tech debt, and if you try you are dinged during your performance review for it. You are also penalized during review time for doing things like code reviews that allow other people to move forward doing deploys, so nobody will do them unless hounded. There are programs like "horizontal mentoring" in place in lieu of doing formal training with vendors, as the company seems unwilling to pay for it. The internal training resources are outdated, not actually useful, limited in scope and sometimes flat out wrong. On boarding is terrible. People are thrown in and told "just read the code, it will tell you everything" which is lazy speak for "I don't want to write documentation." When you ask questions, you get dinged in your performance review for it.