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Xceptor

Engaged Employer

Xceptor Software Engineer reviews

1.2

0% would recommend to a friend

(5 total reviews)
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Mireille Dyrberg

Not enough data to show CEO approval

Ratings by category

3.3

Diversity & inclusion

2.0

Compensation and benefits

1.9

Career opportunities

1.6

Senior management

1.5

Culture & values

1.5

Work/Life balance

Ratings by demographic groups

Reviews by job title

5 reviews
1.0
Mar 17, 2026

Stay away from this company

Software engineer
Recommend
CEO approval
Business Outlook

Pros

Standard office amenities (coffee, refreshments, etc.) are provided. Some teams are made up of capable and hardworking individuals despite broader challenges.

Cons

The culture can feel consistently high-pressure and, at times, unsustainable, which may impact wellbeing over time. Leadership often operates reactively and in the short term, with teams spending significant time firefighting rather than delivering long-term value. There is a recurring gap between planning and execution, with shifting priorities and missed expectations. Organisational changes and restructuring can create ongoing uncertainty and affect morale. The company has faced challenges in consistently meeting targets, leading to increased pressure and instability. Employee turnover is high, particularly among experienced staff, with many moving to more stable environments. Support structures, such as HR, may not always provide the support employees expect in difficult situations. Overall, this may not be the right environment for those seeking stability, strong leadership, and a supportive culture.

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Xceptor Response
3mo
Thank you for taking the time to share your thoughts, and for your contributions over the past five years. We’re sorry to hear that your recent experience has left you feeling this way. Feedback from all colleagues matters, and we want to make sure you can discuss any concerns directly with us. If you feel comfortable, please reach out to any member of the ELT, or alternatively the People & Culture team, so we can listen and try to understand your perspective. Over the past few years, it’s no secret that we’ve gone through significant positive change as we’ve matured as a business. We now have a clearer long term strategy and a stronger sense of direction, and we’re working hard to create an environment that we’re all proud to be part of. Recent investments - such as the improvements to our Guildford office and expanding product and technology teams from both a resource and tooling perspective - are part of that ongoing effort to ensure our teams feel supported and valued. We also recognise that our industry is evolving rapidly, particularly with the opportunities AI is creating across both our software and our development processes. We’re moving at pace to embrace these opportunities, and we’re focused on building a culture where people who are energised by innovation and fast moving environments can thrive and help shape what comes next. We hope you’ll consider speaking with us directly. Open conversations help us continue to improve, support our people, and build the kind of company we all want to be part of.
1.0
Sep 1, 2025

Strong Engineering Talent, Undermined by Unclear Leadership Direction - If You Want Your Voice to Matter, Look Elsewhere

Software engineer
Recommend
CEO approval
Business Outlook

Pros

Supportive, knowledgeable peers who genuinely care about quality.

Cons

Engineering leadership frequently issues top-down directives without solid reasoning. Proposed changes often lack clear impact analysis, leading to repeated rework. Alternative approaches from the development team are routinely sidelined. "Developer voice" is treated as a talking point rather than actionable input. Emphasis on quick fixes creates ongoing technical debt. Forced shift from fully remote to two mandatory on-site days per week without any transparent rationale is blatant micromanagement. Remote "camera-on" requirement for every meeting undermines trust and distracts from actual collaboration.

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Xceptor Response
10mo
As an engineering leadership team we place great value in the ideas and expertise of our engineering team, hosting fortnightly Ask Me Anything sessions which provides anyone with the opportunity to ask any questions they have but to also have wider discussions around our strategic direction and work road map. From the feedback from these sessions we’ve implemented some great initiatives in FY25 including improving our developer experience across tribes where we now measure in the 75th percentile compared to the industry; refining roles and responsibilities and introducing new roles such as the Staff Engineer; defining a strategy around transforming our software development lifecycle through AI augmentation; getting approval for our office refurbishment based on feedback from employees. We live our values in Engineering, to be ‘client centric’, act as ‘one team’ and to be ‘impactful’, as such, alongside the rest of the business, we have updated our hybrid working policy from one day per week to two as we believe this will encourage greater collaboration and foster greater innovation. In the same vain we have adopted a 'camera on first' approach for our virtual meetings to support clearer communication and enhance social connection. However, like in all areas of our business, if someone requires accommodations to any of our workplace approaches in order for them to thrive at work we encourage them to speak to their Manager or our HR team.
2.0
Apr 18, 2025

People are great, management is terrible

Software engineer
Recommend
CEO approval
Business Outlook

Pros

- Everyone I've worked with in Development is talented, helpful and friendly. People really have each others backs within the department. - Company is a good size where you can have a large impact but you don't have to do 15 different job roles.

Cons

- New CEO has been in place for around a year and a half and hasn't made any meaningful changes besides forcing people to return to office 2-3 days a week and being incredibly rude and dismissive about it. - A lot of restructures internally with no transparency as to why. If you ask for context or a reason you are either brushed off or given excuses. - Time after time the deadlines imposed on devs are too tight. Projects are abandoned as soon as they reach MVP state leading to a lot of tech debt and no budget to reduce this. People often work a lot of unpaid overtime and there is a crunch culture around releases. There's not enough staff for the work given. - The Guildford office is pretty miserable (hence why the office return mandate is significantly less popular here). - Turnover is high and a majority of the employees have been here less than 1-2 years for the above reasons. - Awards scheme, benefits, praise is very heavily biased towards sales and customer facing roles. This is starting to change a little bit but it feels like development work really hard just to get ignored.

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Xceptor Response
1y
Thank you for taking the time to leave your review. We're delighted to hear that you feel you are surrounded by highly talented colleagues and are able to have positive impact at Xceptor. We're sorry to hear you are unhappy about a number of things. However we'd like to state that our attrition is pretty healthy and normal for a business. We'd recommend that you speak to your Department Leader, or a member of the HR team if you would like to discuss these matters further. Or another suggestion could be to discuss them during the 'Ask me Anything' sessions that Mike holds regularly.
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