ThoughtSpot reviews

It’s telling that a wave of glowing 5 star reviews suddenly appeared over the past week. If you’re reading this and genuinely trying to get a feel for what it’s like to work here, please take those recent reviews with a grain of salt. Leadership has recently encouraged employees to post “favourable reviews” in response to concerns that negative feedback was discouraging applicants. This push seems to be part of a broader effort to ramp up hiring in anticipation of next year, but it speaks volumes about the priorities of management. Rather than addressing the root causes of employee dissatisfaction, the focus has shifted to managing optics. Prospective applicants deserve transparency, not manufactured positivity. What you see in demo environments looks cutting-edge, yet is far from reality. There’s a massive gap between what’s demoed and what customers actually get. Prior reviews mention it, and it’s still true: the product is not fit for purpose in many enterprise use cases. Leadership wants to play in the big leagues, but operationally, the company lacks the maturity and discipline to execute. As a AE, you’ll spend most of your time chasing tickets where fire drills and short term hacks are the norm. Product, Engineering and Customer Success are constantly in damage control mode, trying to patch over deep product and delivery issues. There’s minimal real customer focus where “going live” is celebrated even when adoption is shallow or ROI is negligible. As a new seller, expect to build your own territory from scratch, often with minimal support, shaky enablement, and inconsistent processes. If you do build pipeline and move to commercial conversations, bear in mind that pricing changes like the wind. It’s constantly shifting, unpredictable, and often confusing to both customers and sales teams. Lastly, be prepared to go through at least one round of lay offs during your tenure.

The work culture fostered exclusion, favouritism, and what I would describe as mobbing, where certain individuals, often those who didn’t fit the dominant or “preferred” mould, were subtly but persistently marginalised. This showed up in the form of exclusion from discussions, general disinterest in connecting, and being left out of social gatherings. Team dynamics were dominated by a clique-like group, and while management would occasionally organise team activities to create the appearance of unity, they made no effort to address the underlying cultural issues. Beyond the toxic culture, management failed on several fronts including hiring effectively, supporting new hires, and providing equal treatment. As a new joiner, expect to ramp up on your own with very little formal onboarding or structured support. Leadership often behaved in offensive and inappropriate ways - for example, imitating accents and blatantly favouring specific team members who fit the “preferred” mould, particularly around lead distribution. When concerns were raised in an attempt to be constructive, meaningful solutions were rarely (if ever) pursued and excuses usually made. It was clear that speaking up was not preferred. Joining this company was, for me, the worst decision I could have made for my mental health. I share this not out of bitterness, as I gained some valuable learning during my time there, but as a caution especially to those from underrepresented backgrounds. If you represent a minority, my advice is to ask tough questions about culture, support, and inclusion before accepting a role here.