Doesn't pay anything! I'm making 30% more elsewhere. - Recensione dipendente - Dipendente anonimo presso Qualtrics

3,0
27 mar 2015
Dipendente anonimo
Consiglia
Gradimento del CEO
Pronostico commerciale

Vantaggi

- Qualtrics has a great atmosphere and culture. But offering snacks, massage chairs, and basketball hoops does not make up for the fact that they pay nothing. Even when you ask for a raise you are asked to "prove yourself" even if you've been there for years and have proven yourself already. - Definitely have the best product out there. It's the best survey platform, hands down. - Lots of nice people. Lots of not nice people, too, but lots of nice people. - Free healthcare, which is really generous.

Svantaggi

- Lots of favoritism. The CEO chooses his best friends for promotions even if they're hardly qualified. - Pay nothing. The hardest working people get paid the least, except for the engineers. - Lots of flashy stuff to cover for the fact that their salaries are a joke. I don't need cereal and free lunches. I need to get paid what I deserve. - If you don't work your 9 hours, people judge you for leaving early or getting in late (even when it's for justified reasons). You don't have to work late or get there early, but if you don't, you get judged--even if you're doing your job and exceeding expectations.

Esplora altre recensioni su Qualtrics

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

Vantaggi

Enjoy the changes silver lake has made. We are getting more efficient and back to what Qualtrics is really good at.

Svantaggi

A lot of change can be frustrating at times, but necessary

5,0
23 giu 2026
Consiglia
Gradimento del CEO
Pronostico commerciale

Vantaggi

Great people to work with. Office culture and benefits are excellent. Clients bring variation to the job and interesting work

Svantaggi

Limited mobility opportunities — typically comes from someone leaving and opening a spot instead of based on your job performance. Can get boring working on the same clients for years.

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