Qualtrics reviews

Think twice before betting your career on Qualtrics. A good starting point, but not looking like a great long term choice. Qualtrics does a good job of selling the idea of joining a rocket ship during meteoric rise. Problem is, not a lot of employees benefit from the rocket ship. Leadership is hired from everywhere else. So when a recruiter talks to you about internal opportunities of a rocket ship, don't buy into it. Revenue is rocketing, but the company is frugal and does what it can to not spend more on employees. I exclude benefits, which get better each year. Don't expect much pay or opportunity to advance from within. This is really true for experienced hires. Salary never increases. Client Success is changing too. Management has made it clear that we have to prove our value to the company by expansion (aka selling more products). It feels more and more like we have a quota, just like sales. It is a bad place to be when you feel like you need to prove your worth to your own company all the time. This is a downer part of the culture. Management in Client Success are managers not leaders in any definition. Managers are so focused on numbers (renewals and opportunities) and take no time to lead the team in any way. It's no surprise given the pressure of the company to prove our worth, but I've never seen any other division where there is zilch investment in the wellbeing, career development or coaching of the team they work for. It's utterly maddening. Career progression and development are an afterthought at best. It is like the opposite of LinkedIn or other employee first companies out there. There is a sad ceiling to your career in Client Success at Qualtrics. Career path is a concern that is voiced by in this group, but nothing real has been done to address it. The concern is always brought up in town halls and in other glass door reviews, but management just doesn't get it. One or two slots for team lead positions does not settle the concern we all have, that there is hardly any chance of big career milestones in this group. One of the selling points of this group was that it would grow quickly and leadership positions would come along the way. Well we've only grown a tiny bit and hardly any new opportunities have been offered. A bad over sell of what this team was supposed to be. I think to myself if Client Success managers realize the delicate situation they are in. We are a talented group of guys and girls with good education and experience. Opportunities are out there, and the status quo will not keep everyone around forever. We are so stretched thin now, if half has many people leave as are open to other jobs, our books are going to suffer. I believe management thinks it is tougher to exit than it really is. The Smiths and a few others will receive life changing $ in an IPO. The rest of us will get a scrap, but that's far less valuable than making the right career choices in the long run. Before joining remember that all stock units are gone if you leave before the IPO.

Since day 3 on the job, I hated if for the 20 or so months that I was there. In Opportunity Development, all you do is cold call. Bonuses depend on how many set meetings get accepted by your Account Executive, so some OpDev reps will have AE's who cheat and accept meeting that aren't good or even happened. Those OpDev reps are praised and quotas for everyone are in turn raised. When you become an AE yourself, you will have zip code territories with mostly very small businesses who 1) can’t afford Qualtrics, 2) have no or little need for it, and 3) have no idea how to do research (e.g., it’s an onion farm). It’s extremely hard to sell as a new AE and most fail. There is a huge retention problem regarding AE’s, but the leadership insists that’s it’s not a problem. -Pay: You are grossly underpaid at Qualtrics. Unless you have been in sales for forever and have large accounts, you will not be living large. My family even qualified for food stamps and Medicaid because the pay was so bad. -Leadership: If you are LDS, imagine the worst, most number hungry zone leaders; those are the sales leaders at Qualtrics. Leadership mostly hangs out by themselves and don't do a good job of coaching or assisting people on their teams. Pep talks consist of sports analogies (Michael Jordan missed this many shots and kept going...flu game...etc.) At one point they even motivated us to be "All In" and tried to motive us with the story of how Cortez burned his own ships while committing genocide against the Native Americans. -Bro mentality: Too many bro's and Provo All Stars; showing up to work in flat brim hats and basketball shorts. The CEO also does his best to be a bro. -Transparency: In the interview and recruiting process, they proudly say that all employees are owners and have restricted stock units. In reality, those units aren't worth anything. Only the founders and some top executives have shares that are actually worth anything. If you are looking at Qualtrics, don't even think about the potential stock options, because it's of no value, and definitely not worth taking a 20% pay cut for. The CMO and VP of Engineering all left suddenly while I was there, and we were told bogus reasons explaining why they left. If they really want to be as transparent as they say they are, talk about why the VP of Engineering left in the middle of the biggest product launch in the company’s history. -No internal mobility: Something that was promised during recruiting was the opportunity to join other teams within Qualtrics. This isn’t true. Maybe five years ago, but if you are in sales, you are stuck in sales. No internal mobility at all.