Technology-SoftwarePusat Niaga Metro Kepong, 44 1, Jln Prima 2, Kepong, 52100 Kuala Lumpur, Wilayah Persekutuan Kuala Lumpur, Malaysia
International Environment Smart Working Really Focused on Employees working conditions Acting in a challenging and dynamic Business
Good Compensation but a bit lower than average Training system could be better
some great people, good career start, access to events
horrible management, awful location, no contract
Depending on the team, you will find nice people
Salaries are not increased. There are no career plans.
This is hard, as the company's future is unpredictable. Every year new CEO, depends very much on future management clean-up, but could be a great place for a junior person start international career before joining a blue-chip later on.
Professionally, development prospects non-existent, no career advancement in sight, no mentoring, no sense of meaning behind your career, best to take action on your own, request external trainings, etc.
Very Friendly people, nice manager
I miss all the friend there
Supportive and experienced team with lots of insight into the industry
No cons currently as still under 6 months
Good work life balance. No expectation on employees
Management all out to cut costs
- most employees in mid level management in technical positions are competent - international environment
-"preference" to hire an external employee than retain current employees - it is nearly impossible to ger a raise or a promotion for internal employees; a lot of high performers end up leaving because their salaries are not fair and competitive - focus on cost saving at any cost, seemingly no regard for/appreciation of people - seemingly lack of long-term planning - not growth or employee succession plans - minimal to no training/development opportunities - actively keeping key information from employees (HR does not communicate transparently) - lacking resources for key positions - wringing current employees to the max without recognition (again, no salary/compensation adjustments) - complete lack of leadership and competence in some teams - helpfulness is not rewarded but punished (personal experience, being stabbed in the back when trying to help another team)
Every thing is great in gb
None at all great company
Global Blue initially offered good work flexibility with a hybrid model (2 days in office, 3 days remote). The local team is supportive and less political, fostering a collaborative environment. The salary package is also very competitive, successfully attracting strong talent into the organization.
Unfortunately, these positives shifted when a new leader based in Europe implemented sweeping changes. While other functions retained the hybrid model, the finance team was forced to adopt a 3-days-in-office policy. Instead of open communication, the change was delivered formally via a contract addendum, damaging team trust. No physical engagement efforts like town halls or in-office activities were arranged to support the transition. The system infrastructure is severely outdated — the company still relies on a DOS-based system, which contradicts its branding as a tech-driven organization. Knowledge retention is poor due to high turnover and lack of handover, leaving new staff struggling. System issues significantly impact task completion and raise serious SOX compliance concerns, yet management seems indifferent. Though the salary appears attractive, it becomes a burden when one staff must manage full sets of accounts for 3–4 entities with unresolved backlogs and no proper onboarding. Despite high workload, no additional headcount is allowed, and employees often work until 2 a.m. during closing periods. Issues raised to the regional leader were ignored; instead, more KPIs were introduced, pressure was increased, and outsourcing support was cut. This resulted in mass resignations — a cycle likely to repeat under the current leadership.