-Salary: HR and management will tell you that your salary is competitive compared to what you can find in other similar businesses. But comparing yourself with other people isn't good, so if you look at it from inside you will realise that your tasks and the expectations put upon you aren't nearly reflected at all on the payslip. You are expected to have at least a University degree to be hired, but this won't count as "having related qualifications/experience", so you will get paid the same as if you had never laid a finger on a book. Not to say that the contribution rate is low as hell because our contract is the cheapest one they could get without getting in trouble with the law. They say that the bonus is a perk that workers in Ebury should thank more and that, thanks to it, we earn an average of 20K euros per year. The only time operations workers have earnt more than usual was when they got extra bonus by mistake and it was not even 16K net revenue per year.
-Management: Supervisors keep insisting on the idea of keeping the hierarchy as marked as possible. They keep putting distance between themselves and what is really going on in the office (including their workers). But then ironically they can't rely on anything else but numbers and their general perception of what they think workers are worth. They take decisions based on these numbers (which clearly don't reflect the worker's real situation at all). Because of this, some of the decisions taken are not understood and not shared at all by most of the workers that are actually involved in the day-to-day environment. People get sacked without a solid reasoning and clearly influenced by subjective perceptions. Firing someone by giving that person a poor excuse as "not fitting in Ebury's culture" and not giving specific examples is the same as telling that person that they are just not wanted anymore and that the reasons are not even important. They sweet-talk to you and tell you that you are appreciated and "Thank you for giving 100%", but if the time comes when you are the one targeted, management will take decisions without taking into account any of the feedback that workers could provide. In the end, only the influence of a limited number of people that claim to know what is going on (when they have no idea) is what really matters. This is way too close to caciquism disguised with the hypocrisy of a company that claims to care about their workers' wellbeing.
-Culture and values: Same as other reviews for this company. Shame-based learning, focusing on errors more and more. People being told to watch over other people's mistakes and report them behind their backs. Praise is scarce, empty and not shown with actions, rewards... nothing. Typically British business model: take on more responsibility at the same price until you either break down or you succeed and get your pitiful spare change for it while other people in the same company (not even management or CEO level) are decked out with wads of money because "they are investments for the company, not just an expense".
A lot of current workers at Ebury are like survivors in a desert island, surrounded by sharks. If they leave the island, they won't endure for long (no good jobs on atm), so they stay. But while being in the island they are told to eat rocks and if they ask for coconuts, they are asked to appreciate the rocks or go get eaten by the sharks, while some other people eat those coconuts and even bananas. This is the situation for many workers in Operations at Ebury now. A lot of incredible and capable people left (or were asked to leave) in disappointment and no one in management "shed a tear" for any of them. Because they are expendable in the company and everytime someone very capable leaves because of the situation, the rest feels as if they were pigs in a slaughterhouse.
