MSC Software reviews

Senior Management: 1. Extremely low pay. 2. 0% to 2% annual raise. 2. Clear abuse of authority by giving "figurative" promotions and *NO* raise!!! 3. No clear career growth path, no official career advancement plan in place. 4. Extremely high turnover rate. 5. Off-shore team with off-shore badged management. This team simply does the least possible amount of work. 6. No performance-driven promotions or salary increase. 7. Verbal promises by high-ranking managers are made to avoid any promises in writing. None of those were delivered.

1) Absolutely zero performance driven culture, performance evaluations are poorly managed and promotions/ salary growth/ bonuses are not tied to performance. 2) Absolutely zero focus on improvement. Same mistakes keep getting made again and again on technology decisions and people management. 3) ZERO focus on maintaining ethical standards. Promises are made and promises are then not kept. 4) Zero focus on maintaining compensation at levels that are in line with current industry standards. The only way to get a raise at MSC is to quit and get a counter or quite,leave and join again. 5) ZERO focus on professional development. Not a single training since I joined. 6) Most of the time is spent in making plans and then redoing them. There is a lack of doers on the technical side. Products are not cutting edge and there is a general lack of awareness on how far back we have fallen. 7) Bloated heirarchy at the top. There are "Directors" who manage an army of people and the there are "Directors" who no one knows what they are responsible for. 8) ZERO focus on knowledge management. This is one of the oldest software companies and just the breadth of experiences should give it a competitive advantage if the in-house knowledge is maintained properly 9) Zero focus on career development. There is a maniacal focus on recruiting high level exec talent at the top level and zero focus on recruiting high level talent at the foundational level. There is no clear career path. Every team has it's owns promotion policy and levels. 10) ZERO focus on doing the hard things like making foundational changes to core tech stack, intentionally developing talent, consistent pay and performance policies etc.