Ninja Van Employee Reviews & Ratings

Most of retrenched staff haven't received KPI feedback. Company avoid payment of bonus or increment. Top management not able to make firm decision where direction keep on changing. Some process owner are really underperformed, but company decide to kept them. Managers micromanage and change rules whenever they see fits.

can't think of anything now

Some of my colleagues in SG, ID, and some other countries got layoff

Politics getting in the way of work

- High pressure - Long hours - Rapid changes - Limited structure - Resource constraints

Kinda difficult to connect with other department hence making work complicated

unclear development path passive growth outlook Lower than market rate package

Structure is lacking, have to learn on the job

The Bamboo system is unstable

• Leadership is dismissive and arrogant; ideas are insulted instead of discussed. • Strategic pivots are inconsistent — shifting from B2C to B2B, then back to B2C after clients already left. • Decisions like raising prices without improving service drove clients to competitors. • Growth was prioritized without operational readiness, leading to chaos, complaints, and poor unit economics. • Culture of fear: shaming in meetings, micromanagement, passive-aggressive behavior. • No respect for ownership — only the leaders’ way is the “right” way. • High attrition: many leaders and employees eventually leave due to morale issues.

Very laid back and maybe bad for those eager to contribute something big

Low salary for fresh grad

no work life balance calculative

stepping on the customer's goods

Lack of employee engagement activities

Style of leadership was not an issue during the good years of e-commerce ~covid. However, times have changed and the 6 co-founders and other senior leadership have not stepped up to the challenges. Issues include: - preferential treatment (advancement and compensation are highly dependent on staying on the good side of key decision makers, i.e. co-founders) - unwillingness / inertia to backfill, despite attrition, employees who stay have to cover, with hiring moving extremely slowly (particularly with the emphasis on hiring backfills from lower cost markets - it is what it is, but HR has done a poor job of this transition) - decision making is often indecisive, with changes regularly happening at the drop of a hat, often in an attempt to over optimize / extract maximum value. tl;dr: management don't have the experience to manage the company at its current scale and they need to address key issues to retain the key and good talent that remain.

less learning opportunity and unstructured

Toxic management style. Employees are easily disposable when they made a mistake.

May not have enough guidance

extreme micromanagement by senior engineering manager.. incompetent staff engineers.. politics culture.. gossip culture.. tech HR is seriously doing nothing.. product managers obsess with short-term wins.. no career growth / nothing to learn.. poor benefits.. (maybe base salary is around the industry standard but other benefits so bad..)

Not systematic , poor management

-The company continues to scale down without addressing the real underlying issues. It seems like management either cannot see the problems (possibly because middle management masks them), or they are simply unwilling — or unable — to recognize them. Meanwhile, senior leaders still draw high salaries with limited visible contributions. -Nepotism is evident; inexperienced and under-qualified individuals are placed in management positions, leading teams of capable people with a noticeable arrogance. -Work ethics are poor: policies are ignored, meetings start late (or don’t happen), and accountability is weak. -Everything is messy — even SOPs are not followed. There’s no real structure or control of processes, leaving chaos to rule over order. -Internal misuse of resources exists, from skipping official leave applications to taking advantage of company systems without repercussions. -Friendships and personal ties often outweigh professionalism in decision-making and promotions. If you’re in the “gang” with them, you’re safe — if not, you’re sidelined. A lot of narrow-minded people thrive here, especially in C-suites, management, and their inner circles. -Office bullying is real — boycotting, gossiping, and making fun of colleagues happens, and management looks the other way. -The company brands itself as “tech-enabled,” but in reality operations still heavily rely on Google Sheets and manual work. It’s hard to see real product leadership here — the role of the CPO is unclear.

- Bad business vision, waste so much budget on projects that don't work out.

Lack of career growth and engagement activities

employees vaping the office, including the management team

Can get disconnected as large organisation

Lacking in knowledge sharing with each other

Doesn’t provide enough training for the job. Often thrown tasks that I am unsure of & have to do it w/o much knowledge as I was new.

Toxic working environment with toxic bosses that has unrealistic expectations and numbers to meet.

poor benefits. employee contributes for company events like team building, christmas party, fraudaulent activities are rampant involving some unit heads due to abuse of power

Work/life balance something need focus due to high load and rush with high expectations in the OKRs and KPI's

Changing in short time, fast business

Competitive within the same industry

department heads, regional, and area managers are like on a production line. out with the old in with the new. thats why policies are constantly changing. and luzon employees discriminate on people from visayas and mindanao.

I dont have cons to day here

Bad management from regional and local team. Hasty decision with sugar coating the actual issue

Work environment is not that great.

- Unclear prospect - Slow pace

Fast paced and things can change rapidly within 6 months, sometimes even deviating from the initial KPI set for that financial year

A lot of jobscope for 1 person and the bonus is not justifiable.

• Physically tiring, especially during peak periods • Need to lift heavy parcels frequently • Working environment can be hot and noisy • Time pressure to complete sorting quickly

Low salary, change on company vision

Focuses more on execution. Relatively less focus on customer obsession.

There is no cons right now.

Engineering vision might not be too concrete. Too many juniors not enough seniors.

- good to have more experienced managers leading

Over time, there has been a notable lack of technical expertise in senior management within the technology sector. Senior engineering managers seem to excessively delegate tasks, resulting in a lack of ground-level involvement. It is surprising that senior engineering managers or the VP are not actively participating in crucial technical product deliverables. While the CTO is involved in some key initiatives and conducts valuable tech-sharing sessions, the overall impression is akin to that of a struggling startup. It may take decisive action from a senior CEO/CTO to implement necessary management changes.

Lesser rewards such as benefit in kind and benefit in cash

1. Weak/bad management 2. Department heads can speak better than the c-suite in the recent town hall / q & a. Not sure if that is how the c suite should behave. 3. Poor compensation/benefits to the local team 4. Management is resistant to changes unless someone from the top force the instructions down. 5. Other departments have to jump in to assist another department in cleaning up their processes while management didn't say anything.

Work environment may not be the best