Not for the faint of heart - User Experience Saviynt Employee Review

Most comprehensive Identity Security solution available on the market...along with the best Product Management Team focused on market-leading Innovation! Also, a fantastic Executive Leadership Team!

There are absolutely no cons!!

There are good managers here. Whether you get one depends on which team you land. Flexible hours. High performers can have real impact and get recognized, if they happen to have visibility with the right people. Politics matter. The company has serious funding and market ambition. If you're genuinely excited about AI and want a company that encourages using it, this could be a good fit.

- Speed is the only real priority. Leadership talks about quality, but roadmaps, incentives, and timelines tell a different story. Shipping fast consistently wins, even if what ships is barely functional. This isn't new. It's been raised internally for years. Nothing has changed. - Going above and beyond will cost you. If you take initiative to fix something broken, do it transparently, get buy-in, and put in real work, don't be surprised if it gets discarded anyway because a deadline didn't leave room for it. The culture quietly punishes people who try to improve things. Eventually, people stop trying. - The AI push is a contradiction. The company is leaning hard into AI, in hiring, in messaging, in expectations. But the resources provided to actually use AI effectively are a fraction of what the work requires. You're told to do more with AI, then given a budget that runs out well before the month is halfway through. The alternative tools are slower and produce worse results. - Hiring now heavily favors AI experience over fundamental competence. That might show short-term results. But AI doesn't fix broken systems, t produces more output from them, faster. Garbage in, garbage out, at scale. - Decisions get made by people who don't do the work. People removed from day-to-day execution make calls that directly make that execution harder. It shows up in how tools get approved, how timelines get set, how priorities shift without warning, and how other teams often create more friction than help when you reach out. When something goes wrong, the first instinct is to find who to blame, not how to fix it. - The office and hiring strategy doesn't add up. Remote works well for certain roles here. Despite that, there's a push to hire new people close to the office, which narrows the candidate pool and drives up cost. The people making that call aren't the ones doing the work. - Turnover is high for my team A lot of talented people have already left, for exactly these reasons. Who thrives here: If you have a salary you're happy with, you're comfortable following direction without questioning it, and overwork doesn't bother you, you'll probably be fine. If you have standards, if you want your work to actually be good, if you think flagging problems is part of the job, you will struggle. You'll watch good work get discarded. You'll watch people who care deeply burn out and leave. And eventually, you'll leave too.