Glassdoor Profile Reviews Data

Track Second Spectrum reviews on Glassdoor to uncover insights on employee sentiment

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Ticker Symbol Entity Name As Of Date Review Url Logo Company Author Title Author Location Author Country Summary Description PROs CONs Recommends Value Recommends Description Outlook Value Outlook Description CEO Review Value CEO Review Description Helpful Count Rating: Overall Rating: Work/Life Balance Rating: Culture & Values Rating: Career Opportunities Rating: Comp & Benefits Rating: Senior Management Rating: Diversity & Inclusion Company Id Company URL Advice to Management Not Helpful Count Employer Responses Employer Status Is featured? Is current job? Job Ending Year Length of Employment Company Website Company Industry Id Company Sector Id Date Added Date Updated Company Name Sector Industry
private:secondspectrum https://www.glassdoor.com?employer_id=1303428 Mar 2nd, 2021 12:00AM Open Open Second Spectrum Data Operations Supervisor Manchester, England, England Good Decent Banter and fun company Short notice when giving out shifts 0.0 5.0 0.0 0.0 0.0 0.0 0.0 1303428 Open 0.0 [] PART_TIME No Yes 0.0 Apr 18th, 2021 04:52PM Apr 18th, 2021 04:52PM Second Spectrum
private:secondspectrum https://www.glassdoor.com?employer_id=1303428 Jan 17th, 2021 12:00AM Open Open Second Spectrum Senior Software Engineer Los Angeles, CA Leading sports tracking company Good exposure to new technology Financial stress, lacks social bonding. 1.0 POSITIVE 1.0 POSITIVE 1.0 APPROVE 0.0 4.0 4.0 5.0 4.0 3.0 5.0 1303428 Open 0.0 [] REGULAR No Yes 2.0 Apr 18th, 2021 04:52PM Apr 18th, 2021 04:52PM Second Spectrum
private:secondspectrum https://www.glassdoor.com?employer_id=1303428 Jan 14th, 2021 12:00AM Open Open Second Spectrum Operator good people managers were helpful and easy to work with not many cons besides minimum wage 0.0 4.0 0.0 0.0 0.0 0.0 0.0 1303428 Open 0.0 [] PART_TIME No No 0.0 Apr 18th, 2021 04:52PM Apr 18th, 2021 04:52PM Second Spectrum
private:secondspectrum https://www.glassdoor.com?employer_id=1303428 Nov 25th, 2020 12:00AM Open Open Second Spectrum Operations Supervisor Manchester, England, England Dock Hours Good vibe in Sport and fun atmospherw Hours get cut without telling 1.0 2.0 0.0 0.0 0.0 0.0 0.0 1303428 Open 0.0 [] PART_TIME No Yes 0.0 Apr 18th, 2021 04:52PM Apr 18th, 2021 04:52PM Second Spectrum
private:secondspectrum https://www.glassdoor.com?employer_id=1303428 Nov 19th, 2020 12:00AM Open Open Second Spectrum Operator Los Angeles, CA Not a place for career growth or gain experience -Free lunches everyday -Free T Shirts almost every month -Lots of celebrations you feel you are in "Chuck E. Cheese" sometimes. -Free Yoga classes -Unlimited PTO -Free donuts every week. -Lots of free empty spaces in the office which can let you do all kind of activities. Big enough to do skateboard. -Lots of free snacks and drinks to keep you happy. -"Word of Wisdom' and "lessons of life" lecture by the CEO/CFO -Real experience to taste the ghetto and homeless around downtown area which make you feel grateful of what you have in your life -No rooms to improve. The management try to pretend to listen your advise and opinions but eventually they don't care. -The company seems in the wrong direction. Instead create an amazing product to sell to potential clients, most of the time just spending time and money for internal purpose such as how to decorate their empty office, how to educate their employees to be a better person, organize team activities -Spending resources in the wrong spot, not invest money on software or applications to help them to make a better product, but instead spending thousand of dollars to unnecessary stuff (ie: Plants or Phone Booth inside the office....). YES, a Phone Booth! Similar the one you see in the SuperHero movie. -During the company meeting, the CEO/CFO announces company is tight on budget but at the same time allows some management/business positions spending few hundreds dollars on their personal group meals....or give money to each employees to do their team activities. I understand you need to reward your employees, but it should set proprieties. Do it after you make a real profit instead drain from your investor's money. -They are in general not bad people, but you still feel they sometimes very arrogant and have big ego. The company do get some clients from major sport leagues, but those revenues cannot even cover the company daily expenses. (CFO will report their financial status each month during the team meeting). Show your ego at least after you make a product which make hundreds of millions dollars of profit. The company is almost 8 years now, it should show some real profit. -1.0 NEGATIVE -1.0 NEGATIVE -1.0 DISAPPROVE 2.0 1.0 1.0 1.0 1.0 2.0 1.0 1303428 Open -Listen to the people who has years of experience in their field instead of listen to some lousy people who has no idea how to create the content, and put them in the management position is a bad decision.Feed you with your favor donuts is not going to help. -Stop being arrogant before you can deliver a successful products which can make hundred million dollars profit. -Try to be constant of what you said, one day announced the company is tight on budget, but on other days allowed few team members spent hundreds dollars on their group meals. -Be Smart about spending budgets on useful software and applications instead of spent thousands of dollars to decorate the empty office. -Stopped treat your employees like college students, they are all adults and you don't need to lecture them or give them your "word of wisdom". Many experiences employees probably have more work and life experiences than the CEO and CFO combine. -Stopped waste your investors hardworking money. -Don't used the term "Family' or "Moral-support", those are meaningless. If you want to reward and show your gratitude to your employees, give them real money or cash. That's how this city works. -Listen to employees which has years of experience in their field, if you felt they are the burden for the company, don't bother to hire them at the first place. -Set up a good example as a leader of the company. Never work in a start up companies which the CEO or CFO will take off earlier than their employees. Most of them will be the last one to leave the office. -Create a real attractive products to sell to the real clients/buyers 0.0 [] REGULAR No No 4.0 Apr 18th, 2021 04:52PM Apr 18th, 2021 04:52PM Second Spectrum
private:secondspectrum https://www.glassdoor.com?employer_id=1303428 Nov 3rd, 2020 12:00AM Open Open Second Spectrum Sports Data Analyst Los Angeles, CA Great place to work! Company culture and transparency from superiors/managers I don't have anything negative to say 1.0 POSITIVE 1.0 POSITIVE 1.0 APPROVE 0.0 5.0 5.0 5.0 5.0 5.0 5.0 1303428 Open None 0.0 [] PART_TIME No Yes 1.0 Apr 18th, 2021 04:52PM Apr 18th, 2021 04:52PM Second Spectrum
private:secondspectrum https://www.glassdoor.com?employer_id=1303428 Oct 1st, 2020 12:00AM Open Open Second Spectrum Data Analyst Manchester, England, England So fun Really fun place to work at Can be made redundant quite easily 0.0 5.0 0.0 0.0 0.0 0.0 0.0 1303428 Open 0.0 [] PART_TIME No No 0.0 Apr 18th, 2021 04:52PM Apr 18th, 2021 04:52PM Second Spectrum
private:secondspectrum https://www.glassdoor.com?employer_id=1303428 Sep 28th, 2020 12:00AM Open Open Second Spectrum Employee Los Angeles, CA Cutting Edge Technology Hindered by Poor Execution You will work on some of the most advanced interesting problems and be on the forefront of innovating technology in sports. Your teammates will be first class people and you will have opportunities to expand your knowledge base. The company has hired some really strong peers and (almost) everyone works tirelessly to achieve the vision. The company is (somewhat) transparent on decisions/vision so you will have direct access to company leadership for questions/concerns/feedback. The projects/products are very niche and tailored for sport specific problems. This makes it very interesting and rewarding if you enjoy working in sports/tech. This is a perfect place if you're willing to take less salary to get great experience. Fast moving international company that comes with a lot of benefits that can provide very rewarding work. Very collaborative people who want to really move on being on the cutting edge of technology. Feedback is very constructive and honored here. Second Spectrum is not a place for actionable career growth. Hard work is rewarded by more work. When the company realizes they can get more out of you, you will now be working all hours of the day supporting the operation to deliver data for live games that happen in multiple time zones throughout the day. MASSIVE disconnect in vision where the company is heading. Leadership wants to stay R&D while the company is in the middle of operating at scale 3 of the largest sports leagues in the world. The focus for operating the company priorities were all over the map from 2019-2020. There are serious growing pains with managing the scale of the operation and during the last 1-2 years the culture of the company has greatly suffered for it. This disconnect really limits the level of innovation since there is a paradigm shift in the company. Do we continue to invest in R&D or spend resources supporting existing infrastructure and clients? It's very hard to do both efficiently and effectively. Some decisions are made in a vacuum, it's hard to keep everyone on the same page. This often leads to one minute you've been working on something for many months and the next it has been completely scrapped. When the Pandemic hit, Second Spectrum took the opportunity to restructure the company in a way that felt like it had actually been planned for several months (pre Covid)- Layoffs, more work for employees who remained, no compensation review (it has now been close to two years since I received a raise), no ideal way to grow into a different project/role, no mentorship. Second Spectrum uses the phrase "Second Spectrum is our people" all the time, however, that phrase feels empty and hollow now. When you lay off hard workers due to "budget cuts," but keep others who have habitually underperformed, it sends a very contradicting message that makes the staff question how seriously the execs hold the company values. There is little to no accountability once you've earned favorability with executive leadership. Select employees are known to take advantage of staff members who work around the clock (engineering and operations related). When it comes to career growth the ceiling is very low. If you are working on a project, you can be the domain expert and the company will still view you as replaceable. This is a company run by engineers so there are pros and cons to that. The pro is you often get to work on projects led and managed by engineers so everyone knows the ins/outs of the project very well. This can help make meetings very efficient and keeps everyone aligned. This also allows you to build and deliver quickly. A large con is that because the company is run by engineers at the top, it comes off that other business sectors such as sales, finance, HR, operations, etc. are not valued as much. Of course great software products are the bread and butter of the company, but if you don't support and trust the employees you have invested in on the business operations/financial/ HR standpoints, then the company will never reach its full potential. -1.0 NEGATIVE -1.0 NEGATIVE -1.0 DISAPPROVE 7.0 3.0 1.0 2.0 2.0 3.0 2.0 1303428 Open Fiscal responsibility: Give the company a CLEAR budget on projects. People might say you could lose "creative freedom," but no one should be given a blank check just to get the job done. There needs to be a balance not to drain company resources. It only creates more stress working with expensive technologies and then employees feel it on the flip side when there are no resources left. Be transparent on retaining employees: It comes across that everyone is just a salary number and the impression is, if someone leaves, the company is almost "thankful" since it's saving them X amount of salary. If you're not interested in retaining employees, be honest about what the company can realistically do. People are more open to being flexible than you might give them credit for. Hold the staff to a consistent standard without special treatment: We can't have certain staff members managed differently when it comes to basic company values. Do the values matter or do they not? There needs to be a fair level of consistency. Specifically to exec team: Listen to your staff and leaders in management and trust their instincts. You have hired very talented department heads and they understand the ground work of the company. They understand where the value lies in projects and delegation. They are on the ground floor and understand the culture of their teams and the value that individual employees bring. Be willing to turn down some work that you know will overload the company and not provide much return for overall company trajectory. 0.0 [] REGULAR No No 4.0 Apr 18th, 2021 04:52PM Apr 18th, 2021 04:52PM Second Spectrum
private:secondspectrum https://www.glassdoor.com?employer_id=1303428 Aug 26th, 2020 12:00AM Open Open Second Spectrum Sports Data Analyst Los Angeles, CA N/a Offered remote working, provided equipment Pay rate is somewhat low 0.0 5.0 0.0 0.0 0.0 0.0 0.0 1303428 Open 0.0 [] PART_TIME No Yes 0.0 Apr 18th, 2021 04:52PM Apr 18th, 2021 04:52PM Second Spectrum
private:secondspectrum https://www.glassdoor.com?employer_id=1303428 Aug 14th, 2020 12:00AM Open Open Second Spectrum Sports Data Operator 2S Interesting insight into analytics in football Limited hours/Limited opportunity for progression 0.0 3.0 0.0 0.0 0.0 0.0 0.0 1303428 Open 0.0 [] PART_TIME No No 0.0 Apr 18th, 2021 04:52PM Apr 18th, 2021 04:52PM Second Spectrum

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