Cloudflare reviews

- Management varies from under-powered to absurdly unqualified - Promotion is based on loyalty, not on skills - No career ladder - No professional development, no budget for learning. No guarantees they pay towards your travel expenses even if you speak at a professional conference - No professional bands, salary is not based on merit, hence the pay gap is often unbelievably huge - Very silo-ed culture that amplifies already significant technical debt - Lots of politics - Blog-driven development, that has usually nothing to do with your job. You’ll have to clean up the mess after the rock-stars move to new shiny projects - Not an equal chance employer: if you don’t kiss the right place - you are doomed to be treated as a second-class citizen - Communication is often problematic even within teams, cross-team collaboration is almost non-existent - Stolen ideas, claiming undue credit is not an accident, some employees intentionally sabotage their colleagues - People team are useless - CEO rules by intimidation, COO is weak - Cheap on everything: from tiny desks to business flights without baggage - Most of the talent does not stay longer than 2 years or waits for the IPO to quit shortly after - Leadership asks employees to write positive reviews on Glassdoor; on bad reviews they comment to bring it up with your manager - but managers usually ignore any feedback from employees - Benefits are poor, equity is meaningless - Burnout is common - After realizing they are a company of white dudes - they started intentionally hiring minorities to improve the numbers, but fail to attract anyone senior - Belittling employees that left the company

- sales department does not operate like a sales department. No in-person events, only virtual SKO. Very competitive amongst your teammates in terms of accounts (very bad for morale). - the pricing structure is insanely horrible. Most deals are lost due to self-serve plans. Cloudflare offers too much for free/very cheap. - the only successful reps (hitting at least 80% of quota) are the tenured ones who have been here 3+ years. - upper management doesn't listen to reps when we give feedback regarding our organization and our pricing structure. Marc Boroditsky the new CRO tells salespeople to "get over it" and "learn how to sell better" and "our pricing structure will not change". It's extremely discouraging