Arista Networks

• Great people who are passionate about the product.
• Fast-paced, and you feel like you are constantly contributing to the product.

Engineers who joined in 2012 or before (henceforth referred to as loyal employees) are massively underpaid.

Loyals are sticking with the company in a hope that underwater stock options might breathe new life soon. The company is taking advantage of this mindset and not paying them enough.

A review: The appraisal process is not transparent in rankings to the employee. What is the point of the appraisal if an employee does not know his rank, which determines the entire compensation? There is no clear motivation for an employee to perform better than he is already doing because he is unaware of his current ranking and the bonus/hike he can expect for higher ranks.

Even though company management brags about how compensation and review go hand in hand, the managers/directors' "pets" (note: these are not the same loyal employees) get paid more because managers/directors tamper with review rankings to make sure they get paid more.

Peer bonus (or pea nuts) is the biggest joke! Most often a not deserving candidate gets the peer bonus. People who add bugs in code and quickly fix them, when the customer gets impacted, qualify for peer bonus. While someone who never added any bug and always did a quality job has a lesser chance of getting the same because he just did what was expected from an Arista Employee.

The management has started hiring managers directly from other companies (at least in some offices. Thankfully not in HQ). It has stopped recognizing internal talent (including loyals) and promoting them.

There is no career path or growth for an Engineer.

Company culture has changed a lot, especially in the last 2 years.

Adjust the compensation of hard-working, loyal employees before they leave.