Autodesk

• Work from home
• Average pay
• Average perks
• Free food
• Good for bachelors
• Outings and events
• Resources to learn
• Flexible timings
• Goodies

• Frequent Layoffs Yearly and half-yearly layoffs are scheduled. There is no job security.

• Mass Hiring There is no clear strategy defined properly; it will depend upon managers. This makes technical onboarding harder, resulting in slower velocity for work. The hiring standards are quite low, and job specifications are compromised to fill positions. I heard this specifically from managers. Need a streamlined hiring process. Need proper screening, verifications, and interviews.

• Frequent Reorgs Managers, teams, and responsibilities change too frequently.

• Culture Company culture has gone downwards in the last 4 years. The managers bring the culture from the previous companies they worked with. Also, the company needs to stop shoving political and geopolitical agendas.

• Administrative and Facilities Administrative and Facilities people are rude, arrogant, and unprofessional. They need a good amount of training on culture and behavior.

• HR Involvement This is the first company where HRs are least involved. There are no interactions with employees, nor are they part of cultural events. People Consultant personnel only roam with (so-called) big-shot people and only make appearances when leadership is visiting. HRs definitely need training for interacting with "Human Resources." They have no interest in employee well-being.

• Work From Office Work from office should be mandatory for some staff like Administrative and Facilities, System and Support Admins, and HRs.

• POSH Training POSH training is a must. Somehow, everyone likes talking inappropriately, especially double-meaning gossip.

• Internal Movements Internal movements are harder for employees.

• PIP Misuse Performance Improvement Program (PIP) is mostly misused and unused (used when not required and not used when required).

• Product Management The sole reason for product and revenue downfall is Product Management. Product Managers and Product Owners have no idea of what the product does. There are no strong decision-makers. Product and feature releases depend upon other features or are rather made dependent on each other sometimes when release timelines are not met. The requirements are not clear and will keep changing until release.

• Architects Architects need to look deep into the code and use a mirror for self-reflection. They need to brainstorm, understand the design, approaches, and solutions rather than choosing one of the proposed solutions. Also, they can help tech leads when they get stuck, do some code reviews of designs and services. They need to be strong decision-makers.

• Directors Directors are one of a kind. Truly egoistic and completely unaware of what’s happening at engineering levels. I experienced an "I don't care" attitude from them, and they are not inclusive. They never discuss growth, purpose, or career goals in meetings, only projects and timelines. They are biased and always love favoritism. They always rely on the feedback of others rather than listening to the employees' side or trusting them and putting in effort to resolve the issues. They never change their opinion about people they've judged, though people have tried to improve. They need to provide constructive feedback rather than vague "skills are not good" feedback. They need to understand that not announcing or clarifying things results in hush-hush discussions and speculations, ultimately resulting in everyone's own point of view for the issues and internal conflicts. Directors need to bring new, good work.

The communication skills are quite poor, for example:

• No promotions are ever announced.

• No mail after layoffs.

• Not addressing employee concerns.

• Managers Managers truly like politics. Biased, toxic, and judgmental. Some of them like micromanaging. The only job of managers is keeping track of project timelines.

• Politics Too much politics. Biased, undeserved, and political promotions. Growth halted for some really good employees.

• Work Model The work model needs to be Hybrid, at least two or three days from the office and two or three from home for engineering teams. Why?

• Employee engagement and rapport building.

• Discussions and meetings in the office (resulting in less Zoom).

• Some employees are overloaded while some are not working at all.

Management [is] incapable of taking any advice and work[ing] on it.