"I've worked in tech my whole career, at Google, Facebook, Pinterest and it's a pattern at all of them. But Pinterest is particularly bad," said one former sales employee who left the company in 2016, but remains in a social network group with Pinners. This woman was so "traumatized" by her manager's constant criticism of her work, that she said she spent years in therapy.
CEO Ben Silbermann, who was universally described as nice, quiet, introverted and pleasant, was seen as someone who wasn't interested in how business managers around him behaved, as he focused on the Pinterest user experience.where he admitted problems with the culture and vowed to make changes.
Take, for example, the experience of one former employee from Pinterest's San Francisco office. The woman described being "tormented" by her manager for a year with "head games," which she reported to HR. HR did not allow his negative review of her to stand after several of her peers praised her performance, she said. But then the HR person who had defended her left the company. And in the end, the manager was not fired, disciplined, given management training, or even sexual harassment training, the woman said. He was promoted.
Evan Sharp, left, and fellow co-founder & CEO Ben Silbermann, , watch as Enid Hwang rings the bell during their IPO on April 18, 2019.Several Black former employees said public humiliation was a regular part of the job. Multiple people described Pinterest as a "revolving door" for people of color, especially in the sales organization.
This new recruit had been poached from an executive assistant position at another social network with the promise of expanded, project manager responsibilities at Pinterest. She had been so enticed to advance her career that she took a $10,000 pay cut. Another Black salesman, who worked for a different manager in a different location, shared a similar experience. Despite having higher quotas to hit than the rest of his team, he said he worked hard to hit or exceed his sales goals. He got feedback he was doing a great job.
The young manager had received little formal management training from Pinterest — a criticism expressed repeatedly by sources. The young manager's style, this person said, was to send a constant stream of criticism and demands to her staff, often shouting in public. The ex-employee felt particularly singled out to the point where she said coworkers noticed it too.
One person familiar with management's thinking, pushed back on Ozoma and Banks' claims. They said the two women were already well paid and had received multiple raises, although not the precise promotion or pay they sought. This person believed Banks and Ozoma didn't have the necessary years of experience to be granted the more senior level ranking they asked for.
Many believe the answer is that Silbermann hasn't been paying attention, particularly to the ad-side of his company. When Pinterest needed to start making money, Silbermann left it to executives cut from a very different cloth than him, some said. This is common for product-focused founders, who care more about what they're building than how to turn it into a business.
Looking at this girls picture, I can see her saying that.
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So Pinterest is pretty much like any other company in our times.
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