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      Autodesk

      Engaged Employer

      Autodesk reviews

      4.0

      80% would recommend to a friend

      (629 total reviews)
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      Andrew Anagnost

      80% approve of CEO

      69% positive business outlook

      Ratings by category

      4.2

      Work/Life balance

      4.1

      Culture & values

      4.1

      Diversity & inclusion

      4.0

      Compensation and benefits

      3.6

      Career opportunities

      3.4

      Senior management

      Ratings by demographic groups

      Reviews by job title

      629 reviews

      Reviews about "Compensation"

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      4.0
      Apr 29, 2014

      I really enjoyed the culture, work environment, and the family-work life balance!

      Anonymous employee
      Recommend
      CEO approval
      Business Outlook

      Pros

      My Regional Manager is a great manager! He is approachable, understanding when family commitments pop up. He is a true professional and has great managerial and people skills. They should clone my manager and have other managers be mentored by him. I received my first bonus, I was pleased.

      Cons

      Received my first raise after a year on the job, wasn't too impressed. Training courses were cut from our budget. I am eager to learn more about my current position and excel in more responsibility and leadership roles. I want to evolve faster than the company wants me too. But I understand budgets are tight and the company and industry is changing. I have high hopes!!!!!!! I want my position to be more than a job, but an exciting career.

      3.0
      Apr 18, 2014

      Good large company but locked in layers of in-fighting

      Anonymous employee
      Recommend
      CEO approval
      Business Outlook

      Pros

      Continues to attract/acquire some of the smartest minds in the business. Very interesting people who use the product. Fair benefits, good compensation. Smart financial management (stability -- will continue to make a ton of money). Top levels of management have a vision (although the communication past the middle management level is poor).

      Cons

      Competitive rather than collaborative relationships both between and within divisions, and among senior management. Result? A fractured, opportunistic and ultimately confusing presentation of executive strategy to the people who do the work. Re-orgs that disrupt priorities and result in talent gaps. Talent hoarding within groups. Frequent redoing of work "from somewhere else", instead of building on top of, improving. Lip service paid to innovation support, but groups are not allowed to re-adjust tactics and then are penalized heavily for failure. Some of the smartest people have left because of frustration. May be attracting new people with safety and predictability, and not because of interest in the stated future challenges.

      avatar
      Autodesk Response
      12y
      Thanks for your specific and candid response. I'm going to pass this along to HR management. I think there are interesting points here to be shared about talent management and culture.
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