Should be so much more - Recensione dipendente - Dipendente anonimo presso Cirrus Logic

2,0
29 apr 2014
Dipendente anonimo
Consiglia
Gradimento del CEO
Pronostico commerciale

Vantaggi

Great people. Most have enough experience to be great sources of information Challenging work that results in real-world products Great perks (ie ACL and SXSW tickets. Nice annual company picnic) Re-imbursement for public transportation Decent benefits Downtown Austin location

Svantaggi

Serious schedule pressures result in an over-worked staff. No time for vacation. Not paid for PTO that is accrued over maximum. Some managers are completely unprofessional and childish. Upper management plays favorites. If you weren't around during the lean-times, you're not worthy of promotion. We can't all be drinking buddies. Review process is unfair. If you are going to be so selective about hiring the best engineers, asserting 30% "needs improvement" is just plain silly and non-motivational. Minuscule raises

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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