Working at Qualtrics was a genuinely positive experience, especially because customers were consistently excited about the product and the impact it had on their business.
Svantaggi
The biggest downside was the constant change — going from an SAP subsidiary to an IPO and then back to private meant priorities, processes, and leadership were always shifting.
Risposta di Qualtrics
5mo
Thanks for sharing — we appreciate hearing from someone who spent time with us. Really glad the product and teammates stood out for you. We work with some incredible people.
That said, change can be hard, and while know shifts in ownership and leadership can make things feel unsettled we continue to make leading through change a priority. Change is a big part of working for an organization like ours and we're focused on ensuring we're reducing ambiguity and remaining human-centered through each change the business sees. The commitment to the team that we'll listen and understand their experience, and act on what we learn, is a firm one for all of us.
Appreciate you taking the time to write this, and good luck with the next steps in your career!
Great benefits and resources available for their employees. In-office perks include catered lunches 3 days a week, 2 days with grub-hub credits, and free snacks and coffee daily; alongside office events and parties. There is a generally positive culture amongst the overall company.
Svantaggi
Their actual company leadership does not always make the best decisions and rather than prioritizing root cause issues that impact both the customers and employees' daily work, they would rather prioritize shinier items that give the illusion of innovation. This will trickle down to the employees in the form of stressed deadlines, longer hours, and frustrated clients and/or frustrated teams you may work cross functionally with that are client facing. Your actual experience at qualtrics is largely based on what team/job function you are in and who your manager is. Additionally, there is a glaring diversity issue that remains unaddressed with no real effort to hire more underrepresented people of color, leading to the high turnover rate of underrepresented minorities who are not lucky enough to have great managers.