Disaster post-acquisition. No plan, vision, or enablement
Pros
Pre-acquisition, Wrike had an amazing culture: - Agile: you were empowered to make things happen by speaking up and taking action. For instance, proactively bringing up feedback to C-levels and management actually resulted in tangible changes. - Career path: in sales, there was a very clear cut career path. AE 1, AE 2, AE 3, people manager, etc. - with each advancement, you were entrusted with larger organizations, (generally) more strategic sales processes, or leadership responsibilities.
Cons
I understand that a lot of negative Glassdoor reviews are typically written by disgruntled and/or bitter employees, so I'll try my best to be "objective" and informational here. Post acquisition by Citrix, processes have mostly been a disaster. I promise I'm not trying to sound dramatic, but even our own CRO admitted on our All Hands that over the past 6 months, the transition has been sloppy and extremely disruptive to our team. - Pay: compared to market (see: RepVue, competitor recruiters), OTE for sales at Wrike is low. Not abysmal, but low. However, at the end of the day, I accepted the pay, so I acknowledge that I can't really complain too much with this one and can always just leave for a better offer. - Processes/execution post-acquisition: this is probably the most glaring issue. As you can see from other reviews, I'm not the only one who sees this as a problem. There just seemed to be no established plan for the transition post-acquisition to enable our employees. For instance, for almost over 5 months at this point, we are still working with two separate calendars and two separate email addresses for Citrix and Wrike with no solution in sight for integration. We're encouraged to collaborate with our Citrix counterparts, but besides telling us to "just sync on your sales strategy," there hasn't been any enablement or actual strategy on how we're supposed to work together. Territories are constantly switching up without notice (although I acknowledge this generally happens a lot in sales), and senior leadership constantly speaks to the "vision" at such a high level without any specifics. With all of this said, these problems have translated to a lot of turnover. To be specific, leaders in our Legal, Sales Engineering, Sales, and multiple senior CSM's have all left Wrike over the past year (to competitors, nonetheless). - You are (or maybe feel like?) a statistic: tech companies, as you know, usually have an obsession with "hyper-growth" and "scaling." All we hear these days are the words, "aggressive hiring," whenever we have company announcements by our C-levels. That's great and all, but even being a top performer as an existing employee, there isn't any meaningful recognition by our senior leadership. Don't get me wrong, our direct manager typically does a solid job of making you feel like a valued employee, but our senior leaders call out success stories like they are another generic to-do. Example: for one of our All Hands calls, our C-levels put together a presentation calling out one of our largest closed-won deals for the month without even knowing the details behind how the deal was sourced or happened - they just made up cookie-cutter details.
