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      Sovos

      Engaged Employer

      Sovos reviews

      3.4

      60% would recommend to a friend

      (583 total reviews)
      avatar

      Kevin Akeroyd

      44% approve of CEO

      46% positive business outlook

      Ratings by demographic groups

      Sovos has an employee rating of 3.4 out of 5 stars, based on 583 company reviews on Glassdoor which indicates that most employees have a good working experience there. The Sovos employee rating is in line with the average (within 1 standard deviation) for employers within the Information Technology industry (3.9 stars).

      Reviews by job title

      583 reviews
      2.0
      Jul 20, 2022

      Dinosaur Company Going Nowhere

      Global account executive
      Recommend
      CEO approval
      Business Outlook

      Pros

      -Upwards mobility on the sales side because they pay below market rate and a lot of people don’t stick around long. Backfill cheaper talent internally or typically hire folks from outside software because they don’t know what typical pay should look like. -Multiple lines of business to gain different experience

      Cons

      -Below market pay - Leadership turnover. Well over 50% turnover in C-Suite last 5 years -Lack of accountability. Line of business I was on has been struggling immensely. Leadership basically just said make more calls which was super helpful -Lack of vision. Hyper focused on international acquisitions instead of improving existing lines of business and investing in employees. Every dollar they make seems to go to acquisitions or whatever PE owns them at that moment -Doesn’t keep their promises to employees. 2020 president’s club cancelled due to pandemic and for those who made it during challenging time were rewarded with mediocre reward. They didn’t mention there was no trip to Hawaii until after fiscal year ended to keep everyone chasing the carrot. Chief Sales Officer prior to FY end promised reward/trip equivalent to all expenses paid to Hawaii. -Makes a big deal about DEI and as a company with a presence in Atlanta doesn’t even give employees MLK day off. In fact regularly schedules mandatory meetings that day -Constant turnover in accounting and finance which makes account management difficult at times I tried sharing these thoughts in a productive manner with mid-level leadership multiple times before I left and it went nowhere. Internal employee reviews were plummeting and they made no real changes. They really don’t care as long about the direction of the company and all the good people that have left. I would stay far away because it’s a dinosaur company that isn’t innovative and the only people that stay long term are able to coast in their role and make decent money

      avatar
      Sovos Response
      3y
      Thank you for taking the time to share your feedback. It is clear to me that you put a lot of thought into this. I do want to provide follow-up to some of the comments you share. You are correct, we have been investing heavily into our organization, in various methods, including acquisitions. We are in a unique position, as an industry leader in the tax automation space, and we have chosen not to wait but to action. Our commitment has not wavered. We are in this to Solve Tax for Good. This has always been our direction. Our core purpose is to enable people to improve their way of life. It is something I personally care deeply about, and its something every Sovosian demonstrates care for every day. You also express disappoint in the recognition provided to our sales team in 2020, during the height of the pandemic. I could understand this. I was also disappointed that we could not bring our hardworking teams together on a well deserved trip. As with many, we did not foresee a global pandemic to change the world in which we’ve been accustomed to. Our response as an organization, has always been, and continues to be, putting the health and safety of our employees first. Therefore, we opted to enable our teams with choice so they could decide what would be best for them and their families. Although meant as a reward, we were not interested in putting those not comfortable with travel at risk. I am sorry that you felt this did not meet your expectations. The last point I want to address is your callout regarding our Diversity, Equity and Inclusion efforts. As you may or may not be aware in our U.S offices we celebrated Juneteenth for the first time as a company holiday in the United States. This is a day we, as an organization, have chosen to celebrate in recognition of Black pride and achievements. We also recognize that there are many holidays that are important to everyone for different reasons. Because of this we are proud to continue to offer our flexible time off benefit. This is an opportunity where each individual can take the time off they need or want in observation of what is most meaningful to them. I am sorry that we were unsuccessful in sharing with you all of the ways in which we have been growing and adapting to the dynamic market in which we operate. Whether that was through large additions to team size, creation of exciting new roles that creates opportunities for our employees, or the continued investment in our technologies. Thank you again for your feedback and we wish you the best of luck in your future roles.
      1.0
      Feb 17, 2021

      A blind-siding experience

      Anonymous employee
      Recommend
      CEO approval
      Business Outlook

      Pros

      Nice office and kitchen accommodations

      Cons

      I start working here and and feel comfortable and the orientation tells us that we have been hired as some sort of elite for performing a certain way on an assessment. Only a small percent of applicants become hires. In my first months I am told by my managers that I am doing a great job and I have job security after I ask during a review. Over time my manager tells me I am doing great but gives me "minor" corrections of which I make myself mindful. A few months ago, I come in on a Monday and see that my meeting with my manager is early. That is when I am told it is not "working out" and that it would be my last day. As I reflected on the experience I remember a high turn-over and wonder how many other had such blind-siding experiences. I wonder how many others spent the following weeks asking themselves questions like: Was this a temp job under the guise of a perm job? Was it actually my performance? Was I bad at my job and they gave up on my as they looked for my replacement? Did I make one mistake that was a deal-breaker to the company? Did a misunderstanding turn into a fatal error? Is there something i could have fixed if given a chance to improve?

      avatar
      Sovos Response
      5y
      Thanks for your feedback and for allowing us the opportunity to clarify a few points. You’re right that we see the candidates we hire as high-performers. Our recruiting process isn’t easy, and we only move forward with a small percentage of applicants who are most likely to work well within our fast-paced world. Our goal is to bring on career-minded people likely to grow their careers within Sovos, and we want that for all of our employees. However, although our rigorous recruiting process is well tested, it’s by no means perfect, and sometimes the fit is not right. I know having a job end isn’t easy. It is not a decision we take lightly, and there are always a variety of factors that go into such a choice. I hope you find a role where you can grow in the way you clearly are hoping to – and wish you the best of luck in that journey.
      2.0
      Jan 7, 2019

      Weak Leadership, High Turnover

      Operations
      Recommend
      CEO approval
      Business Outlook

      Pros

      During tax season you are well fed and are given positive reinforcement to bring you through the toughest part of the year. There is always a need for tax compliance, so as long as you stay in good standing job security is pretty strong. Compared to other software out there, Taxport is actually ok in spite of what clients and home office staff may complain about. No software is perfect. About 4-5 months of the year you are essentially a non-essential employee. Good stepping stone job to get exposure to many different people and industries, both at Sovos and through your client load. Exposure to the SAAS industry is important for today's job market as well.

      Cons

      Questioning the status quo comes with judgement from leadership. Those who get promoted are those who do not rock the boat and perform their job adequately. High turnover is a result of the high stress, low reward environment. Many people leave the company without tying up loose ends on their accounts as a result of the low task identity. This creates a vicious cycle of coming into unhappy accounts that NEED Sovos because they have ingrained their tax compliance solution into their annual reporting process. Some introductions to clients contained airing a grievance about their previous service being inadequate. As a result of the high turnover, it is evident that Sovos needs you more than you need them. Getting competent people to learn and use their software is their greatest service resource. Fortunately there will always be overqualified people leaving undergrad needing work. This is many manager's first leadership experience, and the growing pains are not acknowledged or developed. Again- maintain the status quo, bring the clients through tax season.

      avatar
      Sovos Response
      7y
      Thanks for the feedback, both constructive and positive. Our Operations teams do have peaks and valleys in their workload, especially here in North America due to the cyclical nature of tax. I disagree that any of our employees become non-essential in the “off season” as this is where a majority of our best practices are developed. I want to address your perception that the only way to get ahead at Sovos is to maintain status quo. That is in direct opposition to our company culture. Employees who embody our core values of being Proactive, Professional, Collaborative, Adaptable and Accountable are team members who we find truly grow at Sovos –30% of our employees were promoted or experienced a job change last year! And, in fact, our employee retention rate has been increasing every single year since 2016. Finally, I am sorry to hear you did not feel supported by your manager. I was not present during the conversations you referenced, so I can only say we have a strong set of client communication best practices. I will admit we hold our employees to high standards and I am confident that is why you received the feedback you did. Our recently re-vamped new manager training is focused on helping all of our managers be the most genuine, effective leaders they can; Leaders who are inspiring and help enable successful career paths here at Sovos. We will continue to make this a priority. Thank you again for your feedback. I wish you the best of luck in your new role. - Joe
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