Pros
Q2's executives are great to work with. They're easily approachable, real people that seem to be passionate about the industry and ensuring the company continues to grow and serve the market better than the competition (and ensure the big 10 banks don't ruin us all). Fellow employees are nice enough and are trying hard but if you have decent experience in your field already before joining Q2, you're unlikely to learn much from your coworkers (more on the reason why in the Cons below). I wasn't thrilled with the pay but I'm sure if you're in product development (e.g. dev, qa, pm, etc) the pay is mostly in-line with market - especially when considering the great work life balance which is the most balanced in a company that's under 1k employees I've ever worked for. They do the typical employee moral boosting events (and do them well enough to convince you it's not just for show) and you can get fat from all the free food and drinks, just like other places. As my rating of 3 out of 5 shows, there are more positive things about Q2 than there are negative.
Cons
Q2 really, really wants to be (and talks like it is) more than it is. It claims to be a part of the fintech cool crowd but the technology used in the platform (ember, really?), terrible butchering of Agile for product dev (forget scrum-fall, at Q2 it's more like scrum-fail given things like six week "sprints"), and their 'Hello every single customer of ours, you want that special snow flake thing? Well, no problem, you got it!' approach to their "SaaS" products proves they're no fintech "disrupter." Again, the execs are great, especially the CTO, CEO, and Founder. They've just entrusted the execution to folks that don't have the experience to identify and deliver innovation that stands behind the disruption claim. Q2's entire ho-hum-ness is a result of the terrible middle management layer. This is exactly why your coworkers at Q2 won't inspire you. It's not because your teammates aren't engaged and trying their best, but because of Q2's wholesale problem with their middle management team. My boss, one of the more senior members of this mid-tier, was woefully uninspiring and under-qualified for the role. Unfortunately, this person habitually hired other managers that were either at the same level of mediocrity or below. A true example of why you never settle for a 6 out of 10 when hiring people (a 6 will never hire a 7, 8, 9, or 10 for fear of being out shined and ultimately pushed out of the company). The problem is, if a 7 or 8 slips into the ranks somehow (like I did), they won't be supported by their boss, will be belittled (directly or more often, behind their back), and otherwise undermined in a political effort to ensure the middle manager's true incompetence - based on being just a 6 out of 10 - isn't ever exposed. I did my best, worked around this incompetent person, and still delivered results. It just took so much extra work to get things done in that kind of environment that I grew tired of it and decided to leave for a smaller company with fewer layers.
