02Mar26 Bad Job Bingo

Two things matter in a job: challenging yourself every day and building something that matters. — Really. Only those two things? Not pay? Not benefits? Not working conditions? Not treating people well? How are you an HR company?

Excuse the clutter. We’ve got a lot of things to celebrate, from workplace awards and hiring milestones to platform firsts. — Alright, I guess we're doing this. Back to Glassdoor!

Rippling's Careers page keeps saying things like "this isn't what matters, but here's a giant chart about the money we've raised anyway," and "headlines don't matter, but here's a bunch of nice stuff people have said about us," and it's the kind of faux-humility that I find very grating.

And then there's the big, "There's so much more to our story!" with the only two options they give you being: "I'm an engineer" and "tell me about culture." That's a big 'ole yikes.

Rippling's Leadership Principles are kinda ridiculous, and when they're not, they're just kinda shitty. Its leaders are right a lot? Really?

They do at least separate benefits from perks, but that's not really enough to save my opinion of their offerings for prospective employees.

direct People Management of a Support team within a fast paced environment preferably at a SaaS company — You are an HR company. Why can't you define what fast-paced environment means to you? I'd think you'd be better at this.

Courage to challenge the status quo when logic and reason require it. See something broken? Fix it — 1) Why would they need courage to bring things up at your company? 2) If logic and reason show something is wrong, why would someone need to challenge your company to change it? 3) You are aware that a lot of things that are broken inside systems can't be fixed by a single person, right?

Despite the lackluster Careers page and what feel like rookie mistakes in the job description from what is – again – an HR company, the job itself is straightforward and the pay is appropriate, so I'm a little torn here. I'll be benevolent and put it in Tread Carefully.

When you join our team, you become part of a community that works together to innovate, solve problems, grow, work hard and have a ton of fun in the process. — At least it's not "work hard, play hard." But...sigh.

Grubhub’s purpose is to connect diners and restaurants. To achieve this, we strive to create a workplace that reflects the diversity of our customers and the communities we serve. When you join our team, you become part of a values-driven community that works together to innovate, solve problems, take risks, grow, work hard and have a ton of fun in the process. — Didn't...didn't we just do this?

Perks at Grubhub — <stares in Steph>

Grublife - Our Culture Crew connects people through special events, volunteering opportunities and wellness activities. Some of our popular events include: Mindfulness break sessions, virtual workout classes, Bring your Child to Work Day, regular happy hours, and much, much more! — This is the first thing in the list of "perks." "Meal perks & Grubhub+ Subscription" is second. Benefits are fourth.

So that's Grubhub's Careers page. Not an awesome showing!

Application is on Workday. My condolences.

One of our core values is We are Done When Everyone's Eating. — Keep your fetishes to yourselves, my dudes.

When we solve a problem, we solve it end to end. — <snickers> Sorry, sorry.

For this exciting and meaningful role we are looking for a data-driven leader who moves fast and gets things done. — Oh, will the pay be exciting and meaningful?

Able to manage multiple projects simultaneously and thrive in a dynamic environment — Sure, had to fit those red flags in somewhere.
Our hybrid model requires 3 days a week in the office. That said, many team members choose to come in more often to take advantage of in-person collaboration and connection. You're welcome—and encouraged—to be in the office up to 5 days a week if it works for you. — THEN IT'S NOT HYBRID, IS IT GRUBHUB

Colorado: $32.45/hr — Pitiful. I see they only care that you're eating at work. Go home to your family and be hungry, I guess.

So there's no Careers page on Tea's website – just a markety About page. That's not a great sign.

This means, of course, that I have to rate this job from LinkedIn. Which sucks for me, because, you know, more LinkedIn. LinkedIn also tells me it was reposted 3 days ago, which is...also not a great sign.

We’re seeking a seasoned Director of Global Operations, Safety and Support to lead the global strategy and day-to-day execution of our platform’s integrity, driving operational excellence while owning the management of a massive, multi-regional workforce that serves as the frontline for millions of users. While this role oversees the broader user experience, its primary mission is to serve as the global lead for platform integrity, scaled abuse prevention, and safety enforcement. — Woof, this just seems like...a lot. I personally think Tea would be better served by separating this into two roles – one for Global Support, and one for Trust & Safety. I'm worried whoever ends up in the role wouldn't be able to do either well if they have to do both.

You’ll manage a team of internal moderators, training and QA specialists, and large scale external BPO partners. This is a high impact leadership role that sits at the intersection of policy enforcement, incident response, and user support. You’ll be responsible for ensuring our community of women remains safe, and has the freedom to share openly about their dating experiences. — Yeah, I don't know, guys. Any role where you have to ensure the safety of women on the internet is going to be tough, but one where you have to ensure the safety of women on the internet who are sharing information about dudes so they don't date psychopaths? That's a really, really tough job. I think maybe you want someone focusing just on that.

Lead a multi-layered organization, taking full ownership of everything from user safety, policy enforcement, and traditional customer support functions — Woof. I know I'm just repeating that over and over, but...woof.

Act as the ultimate escalation point for safety incidents, providing the executive team with root cause analysis and clear paths forward Partner with technical teams to build the next generation of our anti-abuse tools, while ensuring our support tech stack is actually helping agents solve problems faster — I'm not saying there's no one out there in CX that has this experience, but I am saying that asking any one person to take this on is a bad idea. They're gonna burn out quick, or balls are gonna get dropped. You can maybe afford that in Support, but you absolutely cannot afford that in Trust & Safety.

Move our support organization beyond just “answering tickets”, putting in place programs that turn frontline feedback into actionable insights for the rest of the company. Manage a full lifecycle of BPO relationships; everything from initial RFP and onboarding to daily performance management and long term scaling fall in scope for your role. Navigate fast acting legislation and regulation, ensuring enforcement and data handling are always above board — This is too much. This is just way too much.

Systematize our operations by drafting clear playbooks, updating moderation and support macros, and building a more resilient framework for enforcement — Playbooks I can see. But support macros? Why is the Director of Global Operations writing support macros?

Who You Are - You aren’t looking for a steady state, you’re looking for a challenge. — Woof.

You’ve spent the last 5 years in the trenches of Trust & Safety or Platform Abuse operations with 5+ years managing people. — Five years? That's all you want???? For the Director of Global Operations, Safety and Support of a controversial dating and personal info swapping site???????? Is that what “seasoned” means to you????????????????

We need a true builder. We need someone who can look at a blank page and see a global operations strategy. — I know, there's someone out there who loves this kind of thing. But I can't help but read that as, "we have no idea what it takes to actually run Support or Trust & Safety in this space, and therefore we have unrealistic expectations for this role and have no idea how to meaningfully support it.”

If you’ve scaled BPO relationships from zero, worked cross functionally to ship safety tools, and have a passion for women’s safety, we want you to help us build this. — That is a troublingly underwhelming list of requirements, and I have concerns.

The pay range is just $180k-190k (for remite, but preference in the Bay area!), which – why isn't the pay way more than that, considering the scope and responsibilities of the role?

I don't know, y'all, I really don't. This feels like one of those (depressingly frequent) instances in Tech of founders thinking that having the engineering skills to build an app means that they're then experts in the thing that app does, which is a problem for all of us not just when that thing actually, no-shit impacts people's lives but also because the founders are very rarely the ones experiencing the consequences when things go south.

But maybe I'm just a crazy woman on the internet.