Pros: Pendo's core values are more than just words on marketing slides or company handbooks. They are lived out daily by the teams I work on, in a way that is authentic to each individual. We care about each others' lives outside of work and personally encourage each other to take time off when needed. Even as we grow into a more established and process-oriented company, we still celebrate experiments and new ideas. Side projects are regularly cleaned up and merged into our product and workflow. I haven't met a single individual who isn't incredibly talented, and eager to share knowledge and wisdom with their coworkers. Our affinity groups and clubs take active roles in the events and initiatives of the entire company, rather than being restricted to the sidelines.

Cons: We are at a critical turning point between a startup and larger, established company. The tension can be felt culturally, as folks from different "generations" of the company all yearn for the environment that they remember when they first began. To work here requires self-awareness and strong personal convictions, so that an individual has the willpower to voice their opinions and shape the future of the team and company.

Pros: - “Unlimited” PTO, but they are now tracking it - ICs are great, especially staff+. Tons of smart devs to learn from - Nice office downtown - Business is trending in the positive direction and growing faster than competitors - C-level execs are good people who care

Cons: - Health benefits continue to go downhill in order to save the company money and family plans are no longer fully sponsored by employer - Internally published pay bands aren’t too far off from market average, but most employees are still paid at the very bottom of those bands. Merit based increases are often not enough to match inflation and equity grants are extremely small compared to similar sized companies - Sales has struggled to hit goals so bonuses for non-quota carrying departments are significantly reduced compared to previous years - Engineering leadership needs an overhaul if the company hopes to succeed in the long run. The department is plagued by constant interpersonal drama that feels more like high school than a professional environment. Many engineers and their direct managers operate out of fear, worried they’ll somehow upset senior leadership and end up on their "bad side.” Trust in leadership is virtually nonexistent due to unpredictable decision-making and inconsistent communication. While survey results may appear neutral or even positive, that’s likely because employees fear potential consequences such as reduced bonuses, stalled career growth, or even termination, if they provide honest feedback. For instance, a few months ago, anonymous engineering town hall questions raised concerns about questionable actions within senior leadership. Rather than addressing these concerns transparently and moving forward, leadership took steps to identify those who submitted the comments, reinforcing the culture of fear rather than fostering open dialogue.

Pros: Nice, talented people to work with. Competitive salaries and annual raise, tech stack, exposure to lots of cool technologies. Competent management and very little "office drama" - the Sheffield office still has a cosy, small startup feel.

Cons: Teams, projects, engineering focus can all change quickly, although that's not necessarily a bad thing. Leadership seems to change the overall direction of the company quite frequently, but it is normally justified.