fine for freshouts - Recensione dipendente - Dipendente anonimo presso Cirrus Logic

1,0
24 gen 2013
Dipendente anonimo
Consiglia
Gradimento del CEO
Pronostico commerciale

Vantaggi

Very engineer-focused company. Great place to work if you are an engineer from South Asia and are early in your career. Also great if you used to work for Crystal Semiconductor before they merged with Cirrus and you have longtime connections to certain managers. Generally treat employees like adults, plus frequent beer parties. Good benefits, and no drug testing.

Svantaggi

Not-invented-here syndrome is alive and well, the concept of design re-use is underdeveloped. Strong belief in having everyone collaborating at the same site has not lead to collaboration across groups, but devolves into face time being very important. So telecommuting is practically out of the question. They talk constantly about not being able to hire enough good people, but the recruiting process is pathetic. Politics and personal relationships are said to play an outsize role in upper management. Organizational structure may not be sustainable -- roughly 90% of revenue is coming from the audio division (mostly from a single well-known customer). Unless they get major traction from other customers soon I would expect a major re-org in 2013, given the politics I can't imagine it will be fun.

Esplora altre recensioni su Cirrus Logic

5,0
29 mag 2026
Consiglia
Gradimento del CEO
Pronostico commerciale

Vantaggi

Excellent work environment. Good perks. Interesting and exiting projects.

Svantaggi

Needs to work on improving processes, some departments still run in excel / sharedpoint

3,0
17 mag 2026
Consiglia
Gradimento del CEO
Pronostico commerciale

Vantaggi

The company has strong technical products and many talented engineers. There are opportunities to work on meaningful engineering and verification challenges, and I had positive technical collaborations with several strong engineers.

Svantaggi

Employee experience can vary significantly depending on local management. In my experience, feedback and escalation did not always feel transparent or actionable. I would encourage future employees to pay close attention to how expectations, performance concerns, and speak-up issues are handled in practice. Company culture should not be judged only by perks, free food, snacks, or friendly messaging. Core values like ethics, integrity, and speaking up are truly tested during difficult situations — when there is conflict, disagreement, or concerns raised about management behavior. That is when employees see whether values are truly lived or mostly written on paper. I would also be thoughtful about employee surveys. Even when surveys are described as anonymous, discussing results openly at a small-group or team level can make employees question whether their feedback is truly protected. If people feel comments can be traced back to a small group, they may stop being honest.

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