Appian reviews

The presales team in Singapore is the most inexperienced and nastiest which I have worked with in my entire 10-year career. Presales in Singapore seems to have a lot of time and is constantly engaging in bad mouthing and company politics to cover up its incompetence. The presales in Singapore has some humongous ego and behave like a kid, always acting in a childish puffed up manner, as if to say, "Hey, look at me, can't you see that I am so great?" Worst of all, presales in Singapore is always purposely sabotaging and being obstructive to sales efforts, resulting in many stalled opportunities in the sales pipeline. On the whole, I experienced different forms of workplace harassment by the presales team in Singapore and that included "withholding resources and information necessary to the job", "false accusations of mistakes and errors", "behind-the-back sabotage and defamation". Can you imagine important deals were lost because prospects thought that Appian is not a tool for business users after seeing a demo which required the users to do lots of coding? And can you imagine the presales personnel purposely hide the fact that he is on annual leave on a certain date when a POC had been scheduled with a prospect? In another instance, presales turned up one day before an important RFP presentation with the demo completely unprepared. That is how substandard and rotten-to-the-core Appian presales is in Singapore, a complete lack of professionalism and personal integrity. The company is experimenting with the set up in Singapore and it is a risky career move to join Appian Singapore at this time. The next sales rep joining Appian Singapore will have an extremely difficult time dealing with presales in Singapore. Had I know the situation in Appian Singapore, I would have taken up other job offers one year ago.

Job Security: It's a company with a dynamic hiring and termination policy (HIRE and FIRE), offering lucrative salaries but without job security. Unlike conventional firms, decisions here are swift, sometimes leading to termination within a day or even on the same day. Major layoffs occurred like many other companies in last year and this year. Upon joining, employees undergo rigorous training in the academy and are subject to performance assessments; failure to meet expectations can result in immediate dismissal. Additionally, there's a standard six-month probation period during which employees can be let go for any reason deemed fit by upper management without negotiation. Hike and benefits: After joining, there will be minimal to no salary increases, and no guarantee that you will get the bonus amount. Beyond salary, there are no additional benefits. The HR team, while receptive to employee concerns and queries but does not take any action to improve conditions. WFO: Employees are currently required to be present in the office three days a week, with the possibility of transitioning to a five-day week in the near future. However, there is inconsistency within the company regarding this policy, as some adhere to the three-day model while new hires are expected to come in four days a week. Consequently, there is a lack of standardized procedures. While adherence to working from the office is closely monitored, actual in-office hours are not rigorously tracked. This leniency is attributed to managers and leadership who maintain short workdays, typically checking in around noon (with a one-hour lunch break after that) and start leaving by 3:30 pm onwards. So these policies are for the employees and not for the management. Why can't they maintain the office hours and track it like they expect 3/4 days in-office? They just come and show their presence for few hours of the day and counts that they meet 3 days office a week?? Culture: Initially, the company presents itself as a promising workplace, but once you're in, disillusionment sets in fairly quickly. Despite comparing itself to industry giants like MAANG/FAANG companies, it fails to uphold any of their positive cultural standards. There's a pattern of extravagant spending, with employees from the US frequently traveling to India for recruitment and training purposes, despite the questionable effectiveness of these endeavors. Training sessions often rely on outdated materials, and the insistence on in-person interviews that could easily be conducted virtually incurs unnecessary expenses. There is a sense of job insecurity among US-based employees, who perceive their counterparts in Chennai as threats to their positions. Consequently, the work environment begins to resemble that of a service-oriented company, rather than a forward-thinking organization. There are concerns about the quality of leadership, with apprehensions that poor leadership decisions could ultimately lead to the company's decline very soon. Growth: Opportunities for learning and career advancement are limited once you're onboarded. While the company offers kudos cards or badges for employee recognition, this gesture is often seen as superficial by insiders, lacking real substance or impact on career growth.