Great culture and benefits, but slow advancement opportunities - Associate Market Manager Expedia Group Employee Review

Constant state of transformation is ripe environment for new hires and functional experts from big name tech companies

Pre-covid the culture was really special. Collaborative, engaging, people-centric, with a unifying mission to enable travel for the world. Since covid there has been a revolving door of executive leadership, and with each round, they throw out the current strategy to try something "new" without building from the current or past successes. Constant change, but no clear vision or strategy of what they are trying to change to. Lack of strategy and low risk tolerance leads to too many priorities with not enough investment to move the needle in anything. Quarterly layoffs, but executed quietly team by team so as not to make news. No psychological safety. Talent strategy since covid is to hire externally over internal promotions to gain "functional expertise" therefore difficult to grow your career. Siloed divisions not working towards common goal. Lacks operating model maturity needed for a company of this size likely do to revolving door of execs and priorities. A cash cow company with an identity crisis trying to be an AI innovator. Build vs buy mentality slows them down. Too many exec pet projects that aren't vetted with proper business cases.

The medical benefits were good.

The culture here is genuinely toxic, and leadership either doesn't see it or doesn't care. In a company-wide town hall, when an employee asked directly about the toxic work environment, a VP responded "you don't know what toxic is" which tells you everything about how seriously leadership takes employee concerns. Management regularly discusses employees with their peers rather than addressing issues directly with the person involved. It creates a culture of gossip and zero psychological safety. The hybrid model is enforced through badge scan tracking, and employees receive harsh emails if they don't meet in-office expectations which can escalate to termination. For a company that talks about trust and flexibility, treating adults like they need to be monitored sends a very different message. HR was not a resource I felt I could safely use. When I reached out about a manager situation, it was clear there would be no real resolution, and I ultimately didn't pursue it further out of fear of retaliation. That speaks volumes. The constant layoffs framed as "org changes" have left remaining employees overloaded and confused. Work gets absorbed by whoever is left, and institutional knowledge walks out the door with every restructuring. No one knows who owns what anymore.