Docusign Senior Software Developer reviews

2.9

34% would recommend to a friend

(68 total reviews)
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Allan Thygesen

6% approve of CEO

8% positive business outlook

Senior Software Developer employees have rated Docusign with 2.9 out of 5 stars, based on 68 company reviews on Glassdoor. This indicates that most Senior Software Developer professionals have an average working experience there. Docusign is rated 21% below average by Senior Software Developer professionals compared to other employers within the Informationstechnologie industry (3.7 stars).

Reviews by job title

68 reviews
5.0
Mar 30, 2015
Recommend
CEO approval
Business Outlook

Pros

You get to be immersed in energetic environment, with great leadership and direction. In engineering, there are great problems to solve with a fun, seasoned team. You get to ship software at a rate that is aggressive but not too aggressive and without the red tape.

Cons

There's certainly no shortage of things to do. That can be overwhelming. And, the culture can be too aggressive for some and the energy can be over the top for some, I suppose. I like both aspects, though.

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Docusign Response
11y
Thanks for adding your two cents. Much appreciated.
4.0
May 6, 2014
Recommend
CEO approval
Business Outlook

Pros

very fun culture. work environment is lay back. work-life balance is good. compensation is alright, i'd expect either a little more considering this space is very competitive right now.

Cons

compensation can be improved to stay competitive or the company will lose the competitiveness on hiring talent people and lose existing talent engineers. perks can be improved too, free lunch would be nice.

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Docusign Response
10y
Thanks for your review. I'll copy and paste the response I just wrote for another review: Since you wrote your review, we have hired directly or through acquisition another 1000 employees. While some people did say we hired a lot of VPs and brought in new leadership at different levels, at these growth rates, it seems that it was the right call. We have tried to bring people in with a fresh perspective and who know how to scale and manage large, global teams. It's like we buy pants that are two sizes too big and then find them just the right size one year later. Regarding compensation and recognition for engineers, please speak with Michael Erisman. he joined about 6 months ago and is focusing on this among other initiatives. He is quite supportive of focusing on engineers. I think you will find him open to your suggestions.
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