Easy paycheck, but obsolete tech stack and a dying business model - Recensione dipendente - Dipendente anonimo presso Ingenico

1,0
4 giu 2026
Dipendente anonimo
Consiglia
Gradimento del CEO
Pronostico commerciale

Vantaggi

The pay is good. Free coffee. No stress because there's barely any work to do.

Svantaggi

The tech stack is completely obsolete and outdated. They are running versions of PostgreSQL and Red Hat that have been end-of-life for a decade. Their software products are just relics from the 2010s. Their APIs lack basic modern features—no batch searches, no rate limits, and they still use Basic Auth. The portal is clunky, slow, and completely lacks functionalities that are standard practice in 2026. Both employees and management are incompetent. The company has been bleeding out for the past few years, losing both clients and revenue. Their business model is still stuck in 2005: buying Asian hardware and selling it at premium prices. The difference is that today, a POS device is a cheap commodity that any company can manufacture. The board of directors had a window of a few years to restructure and try to keep the company afloat, but they didn't. Instead, they maintained a massive, bloated structure that did nothing but bleed money. It will be a miracle if this company still exists by 2030.

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5,0
24 ott 2024
Consiglia
Gradimento del CEO
Pronostico commerciale

Vantaggi

Flexible work culture helpful team

Svantaggi

No cons as of now

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Risposta di Ingenico
1y
Thank you for your honest feedback.
3,0
1 mar 2026
Consiglia
Gradimento del CEO
Pronostico commerciale

Vantaggi

Supportive team members who are willing to answer questions and provide guidance. The environment offers valuable insight into how large scale payment systems operate, which is beneficial for anyone interested in fintech or enterprise technology.

Svantaggi

The internship-to-full-time pipeline lacks structure and transparency. Interns were told entry level roles would open, but timelines and follow through were unclear, leaving many in extended intern positions without defined conversion pathways. There appears to be an overreliance on long term interns as cost effective operational support rather than investing in structured development and conversion planning. Some interns remain in role well beyond a typical internship cycle, creating uncertainty around long term stability. Communication around hiring forecasts and headcount planning can feel overly optimistic. Expectations may be set publicly, but updates on budget constraints or shifting priorities are not communicated with the same clarity. Career progression for early talent is ambiguous. Without proactive sponsorship and clearly defined benchmarks, interns may struggle to understand what tangible milestones lead to permanent placement.

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