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Hawk-Eye Innovations

Part of Sony

Engaged Employer

Good company overall but for short term not long term - Operations Manager Hawk-Eye Innovations Employee Review

4.0
Sep 16, 2023
Recommend
CEO approval
Business Outlook

Pros

The people you are" working with an amazing team of motivated people. Your direct Line manager is usually someone you can easily speak to and very accessible. Opportunity to work at amazing events around the world. Amazing flexibility of working hours, working from home, taking holidays at the back of events. It is a trust based relationship with your managers. If you do your job well you will be trusted and autonomous. If you show motivation you can have many opportunity to grow in the business as well.

Cons

HR team is quite poor, they have no understanding of what is happening in various regions. They are not available and not open minded in trying to improve things that 90% of the employees complain about or would like to see improving. The higher up management team is also not very available. Opinions of lower ranked employees do not matter as much. Starting salaries are quite low but it can be a con like it can be a pro as they normally do not hesitate to increase your salary if they believe you are doing a good job and show motivation/ Another issue is that there are too many different role titles in the company which are very specific to hawk Eye and not generic which makes it quite difficult to apply for jobs in different companies as they do not understand what level and how senior you are

Explore other reviews about Hawk-Eye Innovations

5.0
Sep 10, 2025
Recommend
CEO approval
Business Outlook

Pros

Working here has afforded me some cool opportunities.

Cons

Hours coincide with sports so it can be long at times.

2.0
Apr 26, 2025
Recommend
CEO approval
Business Outlook

Pros

Well-equipped office facilities, Opportunity to work with recognizable Sony sports technology and major sports brands

Cons

Unclear leadership structure; U.S. IT staff report to the U.K., causing constant conflict and lack of support. •UK IT leadership does not understand the operational needs of live sports in the U.S., leading to misaligned priorities. •Informal dual reporting lines with non-IT operations staff, creating confusion and lack of accountability. •Constantly shifting responsibilities without notice, formal training, or updated job expectations. •Severe access restrictions that bottleneck simple support tasks. •No structured onboarding, mentorship, or career development. •Performance feedback is reactive and based on unclear or moving targets. No dedicated local HR representative; all HR functions are remote or based internationally

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