Avoid - Engineer ServiceNow Employee Review

5.0
Aug 11, 2014
Recommend
CEO approval
Business Outlook

Pros

Opportunities to travel and get Hilton HHonors reward points If you really want to join the development organization then your best bet is to be a developer. Not a good place for product managers at all. QE is a great place if your goal is mediocrity and limited career growth. Managers seem to get fired more frequently then ICs. Choose your VP carefully. Each VP org is vastly different with some much better than others. Try to get to know the organization ahead of time through friends and colleagues. Then hope the horse you're riding on doesn't get sent to the glue factory (your VP doesn't get fired).

Cons

No working from home. My manager repeatedly sent out emails to my team to remind us "The ServiceNow development organization doesn't allow for working from home as a common practice. Last minute emergencies exist and will be tolerated." She said if your car is in the shop then rent a car and make sure you're in the office. Picking up relatives or waiting for handyman are not considered legitimate reasons. This may be SOP in San Diego but not in Silicon Valley.

Explore other reviews about ServiceNow

5.0
Jun 3, 2026
Anonymous employee
Recommend
CEO approval
Business Outlook

Pros

Big Tech health + vision + dental benefits

Cons

Significant change and movement in org.

2.0
Jun 17, 2026
Recommend
CEO approval
Business Outlook

Pros

ServiceNow had a differentiated platform and products. Early on the culture had a startup energy that was rare for a company this size collaborative teams, ownership, and a sense that people actually cared about outcomes. Working with large enterprise customers on complex workflows was interesting work.

Cons

The ServiceNow I joined was a different company. As headcount increased, so did the bureaucracy, layers, and friction that rewarded politics over execution. The layoffs of the last few years were handled poorly little transparency, inconsistent communication, and decisions that felt made far above with little thought for the people affected. The "cost optimization" messaging rang hollow against continued executive spending. For a company that sells workflow and people process tools, the irony of a chaotic RIF wasn't lost on anyone in the field or on customers. Leadership political dynamics were real. The right team, the right manager you had cover. Performance alone didn't protect you.

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