Amplitude
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What It's Like to Work at Amplitude
This page was generated by Built In using publicly available information and AI-based analysis of common questions about the company. It has not been reviewed or approved by the company.
What's it like to work at Amplitude?
Strengths in inclusion-oriented culture, rewards, and employee support are accompanied by execution-related concerns around prioritization, planning, and uneven development pathways. Together, these dynamics indicate a strong overall employer reputation that is best sustained by improving clarity of direction and strengthening long-term growth and retention mechanisms.
Positive Themes About Amplitude
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Belonging & Inclusion: Belonging is reinforced through an explicit focus on inclusion, diversity, and equity, with structured efforts to help people build relationships across teams. Connection rituals like cross-team lunches and “Coffeebuddies,” plus wellness programming, support a supportive day-to-day environment.
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Compensation: Compensation is described as a standout strength, with employees characterized as extremely satisfied with their total pay and equity mix. The presence of stock/equity components is portrayed as a meaningful part of overall rewards.
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Benefits & Perks: Benefits and perks are described as comprehensive, including retirement support, equity programs, bonuses, health coverage, and multiple lifestyle supports. Additional perks like commuter support, snacks, and paid leave contribute to the overall employment experience.
Considerations About Amplitude
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Leadership Gaps: Leadership effectiveness is tempered by concerns about more realistic goal setting, clearer priorities, and better planning ahead of quarters. These gaps are framed as opportunities to improve execution clarity and predictability.
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Limited Development: Professional development is identified as an area where the experience could be stronger, suggesting uneven access to growth pathways. Retention is also flagged as needing improvement, implying that development and long-term progression may not be consistently supported.
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Change Fatigue: Shifting priorities and frequent adjustments are noted as a pressure point, particularly in fast-moving parts of the organization. This dynamic can create ambiguity and contribute to a sense of constant re-prioritization.
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