Never go and work in Linkedin as a contractor they will ruin your life - Trust and Safety Associate LinkedIn Employee Review

1.0
Jun 4, 2016
Recommend
CEO approval
Business Outlook

Pros

Good ambiance, good brand

Cons

If I have to mention the downside of working in linkedin thn this page wont be enough. They treat contractors as slaves and in a very disrespectful way. Moreover, they fire pregnant ladies as preganant ladies tend to take maternity leaves and they replace her by hiring someone for lesser salary. Some of the managers in Content Review team and trust and safety treats women in a very disrespectful way. They micromanage them to a great extent where women cry on duty because of the illtreatment. An organization of such a stature is doing such things and there is no one to hear the story of the contractors who work day and night because they are made to work so. Contractors are asked to do night shift without giving transport. At night they switch off the AC and nothing is available except water. Contractors suffer a lot and when they want to discuss about their issues they are fired immediately. It is a trauma for every contractor who work there. The contigent HR is so rude that she keeps threatening people. The managers of trust and safety treats you in very unprofessional way and they don't spare even women who are much experienced in the team.

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3.0
Feb 21, 2026
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Pros

-Control your schedule -Office environment is great -Teammates are nice and helpful

Cons

-Customer Success metrics lack clear ownership and actionable levers. Many CSMs do not have direct control over the outcomes they are measured against, and success narratives are often based on isolated or non-replicable examples rather than scalable processes. -Microsoft’s increased influence over LinkedIn has led to tighter promotion structures and more limited compensation growth pathways. -Product value within the LTS portfolio is inconsistent. LinkedIn Learning struggles with perceived differentiation and impact, while Recruiter’s market position relies heavily on legacy dominance rather than clear ongoing innovation or customer value expansion. -Metric design and performance management frameworks were created without a strong operational understanding of the CSM role, resulting in accountability for outcomes that CSMs cannot directly influence. -While many CSMs share these concerns, there is limited upward feedback or structured challenge to leadership regarding metric design and role effectiveness, which limits opportunities for meaningful reform. They prefer to lick the boots of senior leaders rather than tell AV and his team how they actually feel and see progress to better, more impactful metrics. For individuals who are comfortable with high call volumes (10+ customer interactions per week) and performance metrics that are influenced significantly by external factors rather than direct role ownership, LinkedIn LTS Customer Success can be a suitable environment.

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