Workday reviews

Leadership does not consistently embody the company’s stated core values, which can undermine trust. Employees who excel in their roles but challenge established processes may face risks, including potential layoffs. Excellent engineers and managers were let it go in the last layoff due VP's politics. Some VP-level promotions appear to prioritize factors other than technical expertise in critical product areas, which can hinder effective decision-making. The technology stack is outdated and limited, and there is limited focus on innovation or a clear long-term vision, often due to misaligned leadership priorities.

- Lack of leadership direction and support. We're headless chickens running around with no directions. It's a consensus driven organization. No one can make a decision or wants to make a decision. - Way too many layers of management. I don't understand why we have multiple layers of VPs. I actually don't even know what my GM or VP even does. They only appear in town-halls. - Career progression feels like it's been stalled since joining workday until you joined the right org. When you want to start looking internally for new roles, you feel like you're blocked because of the bureaucracy of the company. The company policies are very outdated. Emailing your manager when you apply for a role seems archaic and regardless, it signals that you want to leave your team. It does not foster the culture that you'd expect from a HR software company that repeatedly has success stories on internal mobility. - The internal process itself is so demoralizing. The recruiters clearly are inept of their jobs and I don't understand why most of them are principal level recruiters when they have no idea what they're talking about and seem like they're struggling explaining to you the role and team. They clearly are not invested in looking at internal candidates either.