Ooma
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Ooma Company Culture & Values
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 the company culture like at Ooma?
Strengths in supportive teamwork, connection-building rituals, and formal fairness commitments are accompanied by pressure-heavy environments, uneven communication, and perceived favoritism in key functions. Together, these dynamics suggest a culture that can feel caring and connected in some groups while inconsistent management practices and communication gaps limit reliability of the experience across the organization.
Positive Themes About Ooma
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Collaborative & Supportive Culture: Teams are often characterized by supportive peers and a “family” feel in some groups. Feedback suggests managers in certain areas are flexible with time off and provide recognition of contributions.
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Fun, Rituals & Connection: Perks like free Friday lunches at some sites and an internal “Culture Team” help foster connection and belonging. Efforts to keep people engaged across remote and hybrid contexts are emphasized.
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Fair & Equitable Treatment: Public commitments to diversity, inclusion, and an Equal Pay Pledge indicate a focus on fairness. Employee committees provide channels to influence a more inclusive experience.
Considerations About Ooma
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High-Pressure & Micromanaging Culture: Sales and some customer-facing roles are characterized by aggressive quotas, close monitoring, and limited enablement. Feedback suggests these conditions create stress and undercut performance and morale.
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Poor Communication: Company-wide communication is infrequent and collaboration tools are used inconsistently. Feedback suggests this leads to confusion and misalignment across teams.
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Favoritism & Inequity: Management decisions are sometimes seen as favoring certain individuals, including commission mechanics perceived as getting harder as performance improves and inconsistent responses to time-off needs. Feedback suggests this erodes trust in equitable treatment.
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