Comparer Cdiscount à AdGear / Samsung Ads BÊTADécouvrez les conditions de travail chez Cdiscount et chez AdGear / Samsung Ads grâce à de nombreux critères différents. En comparant les évaluations des employeurs selon leurs employés, les salaires, les avis, les avantages/inconvénients, les offres d'emplois, et plus encore, vous aurez forcément une longueur d'avance ! Tous les salaires et avis ont été postés par des employés qui travaillent chez Cdiscount ou AdGear / Samsung Ads. Apprenez-en plus sur chaque entreprise, et postulez à leurs offres d'emploi sans plus attendre !
- Cdiscount a obtenu une note plus élevée dans 1 domaine : Approbation du PDG.
- AdGear / Samsung Ads a obtenu une note plus élevée dans 8 domaines : Note générale, Opportunités de carrière, Rémunération et avantages, Équilibre travail-vie privée, Équipe dirigeante, Culture et valeurs, Recommandent à un ami (%) et Perspective commerciale positive.
Ce que les employés en disent
- « Bonne ambiance » est l'avantage le plus mentionné chez Cdiscount.
- « Manque de » est l'inconvénient le plus mentionné chez Cdiscount.
Je travaille chez Cdiscount à temps plein
Management bienveillant Rythme rapide pour une expérience enrichissante et formatrice. Des outils puissants pour piloter son activité e-commerce Télétravail
Profils pas toujours valorisés ou accompagnés L'impression que l'employé n'est finalement qu'un pion pour servir les intérêts de l'entreprise uniquement.
J'ai travaillé chez AdGear / Samsung Ads à temps plein plus de 3 ans
There are still some smart and friendly people there.
This company had a very good culture, with a lot of smart employees and became the worst company I've ever worked for. They imposed on us a SCRUM methodology which does not respect any of the values... of the Agile Manifesto: meetings became very frequent (sometimes we even had 2 weeks full of meetings), micro-management is starting (management starts asking employees to write down what they do every hour of every day), no change is accepted (the retrospective is basically useless). The management says it's the responsibility of the employees to fix the mistakes made by them, yet they don't accept any of the proposed changes. They imposed on us tools that made the life of employees miserable: the feedback loop became very long, making it very inconvenient for the employees to test their changes. And when you tell that to management, they say you're lying about it and just slacking off. We use to have technical team leadership but they were replaced (after most of them quit the company) by non-technical team leadership, so they don't know what their team is doing and thus, don't trust them. This company use to have a culture of "I don't care how you do your work" and now has a culture of "I don't care about you". The technical team leadership had a cooperation attitude with their team, but the new non-technical team leadership have a confronting, non-trusting attitude towards their employee. And the employees don't trust the new management either because of all the bad decisions they made. All in all, in the last 3-4 months, close to 15 employees who worked more than a year left the company, some even without having found a new job (during the pandemic, that says it all!). I've never seen a company were so many employees rage-quit. There's no recognition of the work you did by management anymore: they now just tell you how dissatisfied they are with your work. The management decisions are so illogical that I'm wondering if they want to move the work to the new India office and close the Montreal office. This company use to have many technical challenges and opportunities to learn, but not anymore. Now, the work is repetitive and boring. And management don't care when you tell them, as though they don't care about so many employees leaving the company.
Conseils à la direction
Just get back to the way you were doing things a few years ago, before all engineers leave.