Qualtrics reviews

TENURE BASED PROMOTION AND RATING SYSTEM. We tout being a meritocracy (to the point it was included in our prior S-1), but this is simply not true. You have to be in level for 2 years before becoming eligible for promotion (the promotion cycles are 6 months apart). By being in level 2 years, I literally mean 2 years - I started in October 2 years ago, the same month as the promotion cycles, but they cut off to the exact day so I'm not actually eligible. While there is an exception process, it is notoriously impossible to get through. Additionally, the rating system is also tenure based. For the first rating cycle, even if your boss tells you that you've outperformed expectations, are ramping extremely quickly, and delivering high impact, you can still only ever get "meets expectations" (my boss had directly told me she thought I deserved higher but couldn't give me anything other than meets since I was only 6 months into the job). Even more unfortunately, this has a direct impact eligibility for the exception process, enforcing the tenure based cycle. The early indication is we're being ripped off in our share conversion ratio for going back into an independent company. Decisions are made by a small few in the organization. No permenat WFH options. Post-COVID, this might be the straw that breaks my back and forces me to leave for somewhere else. Communication is lacking. For example, we've made a statement that we want to lead the industry in slowly returning to work. However, it's now 2 months from our return date and all the big tech companies have pushed out into mid-2021, yet there's been crickets on what our plan is. One of many examples. VERY political for a company of our size (this was the case pre-SAP). Biggest surprise.

Because of the executive transparency, it is obvious that the number one priority to leadership is revenue growth at all costs. As I write this we have 700+ sales reps to only ~350 engineers.....let that sink in. Now because revenue growth is placed of above all else, numerous unneeded stressors are placed on all departments: - Engineering is worked to death to build new features and functionality to meet the growing list of new client expectations. - Support has no visibility to the intricacies of newly sold, highly complex, deals which limits their ability to actually assist with client issues - Client success is forced into a position of having to manage client expectations of quality/value the product delivers rather than helping the client maximize it. - Implementation has an enormous backlog and pressures consultants to simply work more to cover the gap the transparency in TACOS is nice but you know whats really missing from the companies core values that you see in most other successful tech companies?: an emphasize on QUALITY. you'd think a company trying to position itself as a leader in product/brand experience market would understand the number one contributor to a great experience is the product or service actually meeting the needs of the customer. The insistence to sell at all costs, even when the company is not capable of delivering a polished, supportable, product, is the root cause of almost every con you'll see in every negative review on this website