Jul 26, 2022
Perficient reviews
3.9
73% would recommend to a friend
Yusuf Tayob
74% approve of CEO
65% positive business outlook
Race / Ethnicity
Gender
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Disability
Parent or family caregiver
Veteran status
3.0
Jul 26, 2022
Recommend
CEO approval
Business Outlook
Pros
Reasonable pay with a vast ecosystem of technologies and partners
Cons
very clique-y environment where you must be well connected to the right groups to succeed
3.0
Jul 24, 2022
A mixed bag with considerably opportunity for employees and the organization
Former employee, more than 3 years
Recommend
CEO approval
Business Outlook
Pros
Perficient is very "culture aware," and is putting considerable effort into encouraging employees to form and/or sponsoring them when they do so, various social support organizations, such as a charitable giving group and a women in technology group. Perficient is organizationally trying to better streamline onboarding and training, and provide a clearer outline of expectations for employees, providing a great outline of written expectations for many of the most populous job titles within the company. Additionally, Perficient is trying to work towards navigating the treacherous and competitive salaries in the market. The team and people culture in the organization, generally interesting projects and technologies, and functional variety of opportunities available to employees, (let's say someone has interest in changing their career goal from executing on one technology and not continue on what they've been working on all together, Perficient is big enough and provides the ability to move laterally within the organization to take on new challenges). Perficient, as a global organization, has an extremely diverse team (ethnically and culturally, age-wise, and gender and identity-wise) Perficient now offers Flexible Time Off ("unlimited, but unlimited" Time Off). Health insurance is decent and competitive, but could be better in some areas. Perficient often uses the motto, "Our people are our greatest strength/asset." This comes with it an interesting mix of work life balance situations for employees. Most of the time, this is a good thing for everyone at Perficient.
Cons
Perficient suffers from the same thing many technology companies suffer from in the current market: salary compression and inversion (primarily compression here). Perficient offers market rates for new hires, which is a good thing. Perficient does not reward longevity with the organization by "keeping up" with the market rates. This (salary compression and not keeping compensation increases in line with the market) is a difficult pill to swallow for anyone paying attention when their company touted significant growth in 2021. This has lead to voluntary attrition in many cases. It is acceptable as a behavior within the organization to display stereotypical bullying archetypes amidst very senior leaders. This is behavior set is contrary to curriculum curated by the Perficient Talent Development team. Only Directors and above may have transparency into salaries, despite expectations of non-Directors taking on supervisory roles. The lack of transparency in salaries to anyone is likely due to the significant salary compression in the organization. After a few conversations with colleagues, it is evident that salaries dangerously enter the territory of being biased based on ethnicity and gender. If colleagues actually take the time to talk openly, they will quickly come to the same conclusions in many cases. Despite the motto of focusing on people, Perficient seems stuck in the same place as other large organizations in terms of not reinvesting by offering dramatic salary increases to retain top talent and keep up with the technology hiring market. Work life balance goes by the wayside when specific conditions occur, specific leaders are involved (bullying), or when leaders are under pressure to hit certain margins.
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