Ninja Van Employee Reviews & Ratings

Learning can be rather steep with no proper guides

Unlimited leave is good theoretically, bad practically - you can’t realistically take unlimited leave. Leadership is not natively tech, or doesn’t have the tech company mindset and culture. Was told it was a tech company but the business does not make money from tech products, it makes from delivery. This mismatch causes tech to not be prioritised by leadership. The company cannot afford to burn money like a tech company if it doesn’t scale and make money like a tech company. Some teams are all play and little output. Rest of the teams are pressured to deliver while others can get away with not producing much. Tech and products might not be as exciting as it’s mostly internal facing and limited to the business.

no spectacle reimbursement, health benefits could be better

NIL AT the moment honestly

-Now changing from wfh (hybrid) to wfo

not enough benefits for workers

there is almost no transparency between staff and management

Fast-paced company. You must be able to keep up with the demands of work and expect small team per department hence your idea, your execution.

Leadership direction shifts weekly, creating instability Teams often face confusion because priorities and strategies change without proper planning or communication, leaving employees unable to build long-term results. Fleet leadership focuses on taking credit and pleasing upper management Instead of recognizing ground-level efforts, certain leaders prioritize showcasing themselves to C-suites, which undermines team morale and genuine collaboration. Inner circle members are rewarded; sidelined staff risk retrenchment Favoritism is evident — promotions, resources, and security are given to those in the “in-group,” while capable employees outside of it are left vulnerable. Even strong performers are excluded if they are not “yes-men” Delivering results alone is not enough. Employees who voice differing perspectives or constructive criticism often find themselves overlooked or excluded. Culture rewards favoritism over merit and genuine contribution The overall environment prioritizes loyalty to certain individuals rather than objective performance, discouraging innovation and accountability.

No work life balance. You get an off once a week, it depends on the volume of parcels, too. If there's a lot of parcels in your hub assignment you ought to take a rest day duty.

Boss likes to micromanage alot

Airconditioning in the current office (Paseo de roxas, Makati) not that good. Some processes are not yet aligned and accurate, but they are going there

Performance based KPI is not reflecting during bonus season

- Some cost cutting measures due to tough macro environment

Lack of mentorship Micromanaging Long working hours

dynamic business and semi volatile industry

lack of company activities. overall good

Lack of resources & incompatible teammates

the current policy is a bit ambiguous

Do not have many chance to develop

Unstable for positions that is not sales related

not much appreciated but still a good enviroment

Ad hoc culture sometimes can be stressful as need to prepare tasks before the dateline in a short period of time urgently

low bonus fast changing many BUs

Typical startup. Sometimes direction isn't celar

Some leaders are rude and not manage their workers in a good way and have bad communication

not consistent in terms of business direction

inefficiency on communication and commitment from ops

Outsourcing to foreign workers. Staff drivers got terminated. Benefits such as incentives heavily reduced.

Not clear about the goal and the process

— Too many pivots — Scaled too soon

Management is struggling with profitability

- Too much politics for promotions

possible annual increments minimum of 5%, depends on performance/kpi.

Didn't feel appreciated enough in work

The type of work and the learning that you receive largely is dependent on the product team. If there aren't many products to build, you don't have as many opportunities for exposure and learning. It becomes more self directed.

1. Not having good talent development

Low commission for each parcel

Layoff, Need more improvement on the management side

Wages not too good, can be higher

A bit hard to drive stakeholder adoption for data related projects

Not everyone contributes equally. ... Leaders might not recognize individual contributions. ... Some personalities are challenging to work with. ... You might not like others' ideas. ... Others might not like your ideas. ... It can be difficult to share your opinion. ... You have to accommodate others' timelines.

Lack of managerial guidance. Incomplete data framework. Lack of communication between departments. High turnover rate in the analyst department. Stressful work environment due to the challenging nature of tasks. Limited support for professional development and career growth.

Mid size Start up to SME would mean straddling between very laxed and corporate-style of organisation structure

Low pay, Low salary, Low benefit

Politics and power tripper of the heads.

its more like part of operation team. not commercial team

Environment at the workplace,many foreigner

* Occasionally, I get the impression that the company’s stability is uncertain.

Work can be done remotely, but company still insists on a hybrid set-up.