Workday reviews

If you're a seasoned salesperson that has had success in the past, Scout is not for you. You will be forced into an antiquated system of metrics from 2003 from stuck in the box methodology that hasnt evolved. Example, sending a coffee mug to prospects, if you don't do it, expect to be scolded publicly. You will deal with constant price increases weeks after quoting a prospect a certain price. Great "customer obsession". Ask why numerous President's Club winners left after the fiscal year end and backchannel reps that left the company under 6-8 months on LinkedIn. It wont be hard to find them since there are over 10.

* Volatile stock means volatile compensation when much of it is from RSUs. But this can also be to your favor if you hold long term. When I joined my RSUs were granted at a local maxima price and dropped shortly after, only recovering (and then dramatically surpassing) that price 2 years later. But the following year or two was a surge in Workday's price which led to significant inflation of my compensation. * Don't expect significant base salary raises unless it is a major promotion and you are a good negotiator. Often you won't get any base salary increase, and other times you might get 1-3%. It is difficult to negotiate once you get your annual review and compensation update, the budget has already been allocated and agreed to a month+ prior. If you negotiate successfully you may only see a bump months later. * Depending on your team you may have FREQUENT re-organizations, even up to 2-3 times a year. Which could mean new manager and change in your charter. If you are an IC, you are usually not consulted on this and simply have to deal with it. Even director level folks are sometimes not consulted with on these changes, and we have seen turn over due to undesirable changes from a re-org (for certain people). I've been at workday for many years now and have had more manager than years employed. It has its pros and cons, and it has to do with which teams you join. * The team you join MATTERS. If you join a team that is focused on a legacy product, you can chill more and could be a good place to be to "rest and vest" and have time to take care of your family (leave early to pick them up from school, etc.) If you join an innovative team that is pushing through new product lines, there is a higher expectation and just cruising will look bad. If you are a motivated individual, I urge against joining (or at least saying long term) in a team that is of the "cruising" archetype. Take advantage of the internal mobility and join an innovative team to grow your career. * Office locations aren't ideal. Depending on your values, Pleasanton HQ can be good or bad. If you live in the east bay, it's obviously good. If you live in SF it's less good. There is an SF office, but you should assume you will not be working there (unless you're joining Scout, or are in corporate comms, marketing, etc.) There other offices are Boulder, Portland, Victoria (BC), Dublin (Ireland), so if you want to live somewhere warm Pleasanton is the only option. Boulder seems to be the second most active office after Pleasanton and we're doing a lot more hiring there if that's your interest. * Occasionally, management talks politics (US politics), and I feel like this can alienate many employees. Even if the majority agrees with the politics, there are at least 40% of employees who feel alienated. I don't think this company should involve itself in controversial politics. It's certainly not as bad as some other tech companies though in this regard though!