Global Blue

Good Compensation but a bit lower than average Training system could be better

horrible management, awful location, no contract

Salaries are not increased. There are no career plans.

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.

I miss all the friend there

No cons currently as still under 6 months

Management all out to cut costs

-"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)

None at all great company

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 The system infrastructure is severely outdated — the company still relies on a DOS-based system, which contradicts its branding as a tech-driven organization.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.