Qualtrics reviews

Since day 3 on the job, I hated if for the 20 or so months that I was there. In Opportunity Development, all you do is cold call. Bonuses depend on how many set meetings get accepted by your Account Executive, so some OpDev reps will have AE's who cheat and accept meeting that aren't good or even happened. Those OpDev reps are praised and quotas for everyone are in turn raised. When you become an AE yourself, you will have zip code territories with mostly very small businesses who 1) can’t afford Qualtrics, 2) have no or little need for it, and 3) have no idea how to do research (e.g., it’s an onion farm). It’s extremely hard to sell as a new AE and most fail. There is a huge retention problem regarding AE’s, but the leadership insists that’s it’s not a problem. -Pay: You are grossly underpaid at Qualtrics. Unless you have been in sales for forever and have large accounts, you will not be living large. My family even qualified for food stamps and Medicaid because the pay was so bad. -Leadership: If you are LDS, imagine the worst, most number hungry zone leaders; those are the sales leaders at Qualtrics. Leadership mostly hangs out by themselves and don't do a good job of coaching or assisting people on their teams. Pep talks consist of sports analogies (Michael Jordan missed this many shots and kept going...flu game...etc.) At one point they even motivated us to be "All In" and tried to motive us with the story of how Cortez burned his own ships while committing genocide against the Native Americans. -Bro mentality: Too many bro's and Provo All Stars; showing up to work in flat brim hats and basketball shorts. The CEO also does his best to be a bro. -Transparency: In the interview and recruiting process, they proudly say that all employees are owners and have restricted stock units. In reality, those units aren't worth anything. Only the founders and some top executives have shares that are actually worth anything. If you are looking at Qualtrics, don't even think about the potential stock options, because it's of no value, and definitely not worth taking a 20% pay cut for. The CMO and VP of Engineering all left suddenly while I was there, and we were told bogus reasons explaining why they left. If they really want to be as transparent as they say they are, talk about why the VP of Engineering left in the middle of the biggest product launch in the company’s history. -No internal mobility: Something that was promised during recruiting was the opportunity to join other teams within Qualtrics. This isn’t true. Maybe five years ago, but if you are in sales, you are stuck in sales. No internal mobility at all.

- Qualtrics University is a call center. You may be doing projects and working with people from top schools and household name companies, but at the end of the day you will be answering support phone calls and emails for a year before you can move into another position. - Salary for entry level positions outside of engineering are typically in the mid 30's with little to no room for negotiation. After hitting certain criteria which take about a year, you are able to get a ~$10k raise. - Qualtrics touts transparency, but there is little transparency into compensation or promotions. It's taboo to talk about comp at work. - The software products Qualtrics offers are surprisingly buggy. - Rather than pay off technical debt, Qualtrics loves to create new features and products so everything they build feels half finished. - If you get hired, that means you are way overqualified for the position that they are giving you and you will probably need to work for a year or more to get into a role more suited to your abilities. - Qualtrics won't help pay for grad school, MBAs or otherwise. - There is a definite air of elitism (Qualtrics upper management really thinks that Qualtrics is the best tech company in the world and look down on other tech companies). - The word meritocracy gets thrown around a lot, but tenure is a much better indicator of promotion then work preformed is. If you do your job, stay late once in while (making sure that your manager knows about it), toe the line, and don't ruffle too many feathers you should do pretty well.