Upland Software reviews

Alright, now here's the real meat and potatoes. The current leadership, particularly the CRO, is completely out of touch. There's an overwhelming focus on superficial matters like dress code, even as the company faces significant challenges—plummeting stock, loss of long-term customers, a broken sales process, and a steady stream of resignations across the organization. (I mean, every single week.) Yet, the priority seems to be enforcing a strict business attire policy rather than addressing these critical issues. The CRO, known for his abrupt and MANDATORY (yes in all caps) All-Hands meetings, has a knack for timing them just before the end of the quarter, when everyone’s under immense pressure. During these sessions, he implores the team to pull deals from future quarters and, astonishingly, insists on explanations from anyone daring to take more than one day off without hitting their quota. The reward for hitting these nearly impossible targets? A grand promise of… one day off next quarter. Meanwhile, the much-touted "unlimited PTO" seems to exist in name only, particularly for the sales team, who are essentially tethered to the whims of management. And about that dress code—expect to be in full business attire every day, whether or not you have meetings. Jeans and sneakers? A nice t-shirt? You're cold and need a sweatshirt? Forget about it. The CRO will do the rounds to make sure everyone is complying with this, so stay in tip-top shape! Leadership is more concerned with appearances than with the crumbling infrastructure of the company. Later, a different exec will make rounds to ensure everyone’s at their desks, so be sure your cubicle doesn’t look empty, even if you’re just stepping away for a moment. The focus on appearances doesn’t stop with employees. There’s a glaring lack of Customer Case Studies because our Customer Success team is reactive at best, and the outdated processes are driving long-term clients away. Implementation times are atrocious, and support gaps are so wide that many customers are fleeing to more reliable and cost-effective competitors. For those in sales, the reality is grim. The much-hyped OTE of $140k is practically a fantasy unless you luck out with an established product (about 2 of the 30 Upland offers are 'well-established') or a couple of very large inbound leads. Most will find themselves stuck at around $70k, far below what’s been promised. And the benefits? The 401k match is nonexistent, health insurance costs climb every year, and stock options? Don’t hold your breath. At this point, the only perks might be the occasional breakfast taco on Thursdays. Honestly if you're okay with coasting on $70k simply to add "AE" to your resume, go ahead and apply. If you genuinely care about your career, personal growth, work-life balance or have an ounce of self-respect, I urge you to work elsewhere.

A slumlord acquires cheap apartment buildings, does nothing to fix or update them, and lives off rents and lease renewals. Upland acquires software companies on the cheap, fires most of the employees, and lives off he license renewals. They invest little or nothing in any of their products. While they do update some products with 2 or 3 releases per year, they will tout "exciting features" such as the "fascinating" ability to choose status from a drop down box rather than enter free form text. This is what is considered "innovation" with Upland products. There is little to no organic growth. They have no strategy for acquiring new customers as their business model is built on renewing existing customers and trying to cross sell additional products from the acquired companies. While there is customer attrition every year, it is made up with the new customers they get with every acquisition. Upland employee policies are cheap and penny pinching. They try to hire many people as a 1099 consultant so they do not have to pay benefits. They will tell you "It is only for 3 months." Many who fall for this trap stay on as consultants - in fact, a good number of the Upland "employees" are consultants. If you get hired as a salaried employee and start in the middle of a pay period, they will deduct your benefit payments for the full period. They do not prorate, so you wind up paying for benefits before your hire date. If you are terminated in the middle of a pay period, you will be paid up to that day and not to the end of the period. For new employees, there is no new hire onboarding or orientation. You will be given a computer, and you are on your own. There is an employee portal that may help you get up to speed, but it has not been updated in years. There are few documented processes. For example, if you need to travel for work, good luck finding the travel and expense portal...there is none, and there is nothing documented to tell you that. Upland does not offer a 401k match. If you do have a 401k, you will have occasional issues. One day, you may notice less was added to your retirement account than what was deducted from your paycheck. You will spend 3 weeks trying to resolve the issue. Other times, you may see the contribution added to your account a week after your paycheck. Good luck trying to get an explanation.