PageUp
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What It's Like to Work at PageUp
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 PageUp?
Strengths in balance, team support, and an established market position are accompanied by challenges tied to uneven managerial quality, ongoing transformation, and role intensity in certain functions and regions. Together, these dynamics suggest a generally positive but variable employee experience where outcomes hinge on the specific team’s leadership, scope, and change cadence.
Positive Themes About PageUp
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Work-Life Balance: Flexible and remote work practices with supportive management and extra leave (e.g., an “Awesome Day”) signal healthy balance, particularly in Australia. Global hybrid options and leadership emphasis on taking time off reinforce sustainable pacing.
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Team Support: Colleagues are often described as friendly, inclusive, and collaborative, with mentoring, dedicated learning time, and internal hackathons (e.g., “TuneUp”) fostering peer support. Implementation and customer support groups are highlighted for being helpful and close to customer outcomes.
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Market Position & Stability: A 1997 founding date, global hubs across APAC/EMEA/US, and recent consolidation under one brand indicate operational maturity. Historical workplace accolades and recognition as a 2025 leader in talent acquisition suggest durable market relevance.
Considerations About PageUp
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Weak Management: Feedback suggests certain sales teams, particularly in the US, face misaligned leadership, micromanagement, and unclear targets affecting morale and effectiveness. Variability by team and region suggests inconsistent manager quality outside core/APAC hubs.
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Change Fatigue: Private‑equity ownership, brand unification, and evolving processes are linked to shifting priorities and communication concerns during transition. Cross‑region decision‑making and integration work have required adaptation to new structures and cadence.
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Workload & Burnout: Broad role scopes, unpredictable workloads, and pressure during change indicate potential strain in smaller teams. Time‑zone coordination and release/on‑call responsibilities can add off‑hours work in some functions.
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