Qualtrics reviews

Words aside, actions show some pretty clear callousness towards engineers by middle and upper management. 1) Frequent separate off-sites and meetings between upper and middle management to form plans and deadlines, which engineers don't get any say in sanity checking. (Maybe we get a glimpse in "view-only" documents when they're done?) 2) No say for engineers in coming up with deadlines, which are crafted and presented to us as fait accompli even when they're pushing us to our very limits. I find this extremely disrespectful. We have to actually implement this, often to the sacrifice of our family or personal time. Why do we get the least say on estimating the workload when we have a better idea? I can understand product priorities/directions coming from above, but it is absolutely ridiculous that you assign work demanding so many hours a week to be at "standard" level. 3) No respect for work life balance or recognition of extra effort. 50 to 60 hours weeks at a conservative estimate, including off-hours deployments, on call and weekend coding. And this is considered "standard" effort, it's not even enough to move you close to promotion or advancement by default. 4) No regular indexed salary raises, even though cost of living is going up in Provo valley (look at the real estate prices). You only get a raise upon your promotion every few years, which is likely to not greatly exceed how much cost of living has gone up since then. 5) Huge reliance on the "imposter syndrome" in engineers - "if you're not able to finish the deadlines we set for you in 45 hour weeks, it's because you're inefficient or made mistakes". Hello, coding is a creative, complex process! You're taking advantage of people's desire to do well to drain the life blood from them. 6) The initial engineers who joined qualtrics 4-5 years ago are amongst the worst perpetuators of this culture. It's one thing to have this lifestyle when you're a company with only a few dozen engineers, and these kind of hours/demands can actually get you advancement. When you have hundreds of engineers, pushing this culture to them when advancement is slower is exploitative. 7) You have cockamamie idiotic company wide OKRs presented like "increasing output per engineer by 40%". I kid you not. If that isn't a huge red flag for a "work your employees like dogs" without respect for their worth, I don't know what is.

-Among the worst corporate culture in tech. From top to bottom, the Seattle office is filled with ex-Amazon managers. They brought over the toxic culture rewarding backstabbing engineers, management driven by short-term metrics, and abysmal work-life balance -Inexperienced people managers with no management aptitude -Experienced manager with no management aptitude (i.e. micromanaging directors)