the reviews are fake - Avis employé Employé (anonyme) SolarWinds

1,0
11 nov. 2025
Employé (anonyme)
Recommande
Approbation du PDG
Perspective commerciale

Avantages

Not very hard work Work life balance

Inconvénients

No strategy Disjointed sales, marketing, channel motion A lot of talk, a lot of running in circles, no real interest in fixing broken processes and strategy The reviews are fake, this company continues to lay off people after being acquired and misalignment is worst than ever...still went from 3 to 3.6 stars in glassdoor. Internal comms team and HR write fake reviews

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5,0
19 mai 2026
Recommande
Approbation du PDG
Perspective commerciale

Avantages

Stimulating work, great people, nice office space with good amenities, good work life balance and flexibility on in-office time, competitive compensation

Inconvénients

siloed org which is very standard for this industry

1,0
11 mars 2026
Recommande
Approbation du PDG
Perspective commerciale

Avantages

Competitive pay, but very rarely worth it for the amount of work given.

Inconvénients

In my experience, this was the least effectively run organization I’ve worked for. Core internal processes were inconsistent and frequently changed without clear ownership, which made planning and execution unnecessarily difficult. Decision-making authority was often unclear, and accountability for outcomes was limited. Several managers appeared under-empowered or insufficiently experienced for the scope of their roles, resulting in unresolved issues and shifting priorities. The culture felt highly political, with visibility and internal alignment sometimes taking precedence over delivery. Informal cliques appeared to thrive, which made collaboration and transparency harder than it should be. Suggestions for improving processes or addressing recurring issues did not gain traction and were perceived negatively, creating an environment where initiative felt risky rather than supported. I experienced the workplace as toxic, with low trust, limited psychological safety, and conflict frequently handled through escalation or avoidance rather than resolution. HR structures were not effective at addressing concerns or providing a neutral escalation path. Senior leadership frequently emphasized a unified company culture; however, in practice different parts of the organization operated with noticeably different norms and priorities, with limited integration into a cohesive whole. Overall, the environment did not support high-trust, high-accountability work, and sustained progress was difficult despite the efforts of some capable individuals.

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