From a Cheerleader to a Poor Leader - Director, Technical Program Management bei AMD: Mitarbeiterbewertung

1.0
10. Okt. 2014
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CEO-Befürwortung
Geschäftsprognose

Pros

Used to have good things to say about AMD, was really proud of the company and technology. After many years of trying to help them succeed, those feelings are gone. Execs are just milking the cow until its dead!

Kontras

Way way way too much internal politics and power grab. The upper managers that have been there for years need to be cleaned out and replaced with fresh. All the talent has now left the company. Need to restart everything fresh.

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5.0
24. Juni 2026
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CEO-Befürwortung
Geschäftsprognose

Pros

Engineering led company Smart people to work with Always learning

Kontras

Processes and checks/balances not always followed (no strong rigid process flow which can be good/bad) Company still too consumer product focused (versus corporate) in many divisions

4.0
13. Apr. 2026
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CEO-Befürwortung
Geschäftsprognose

Pros

It's a big company. So, a lot of great benefits and high pay. Also, a lot of opportunity for career advancement and internal transfers if a particular job/team doesn't fit (to avoid losing RSUs). Plus, they're not too hard on you regarding performance since all the performance reviews are qualitative rather than quantitative (that could be both a pro and a con, honestly).

Kontras

It's a big company. So, a lot of bureaucracy. They get in the way of themselves requiring endless approvals for spending. Also small organizations within AMD being territorial about their particular domain rather than being as open as possible inhibits rapid progress. Also, pushing for "diversity and inclusion" is racist. They should ignore race, not try to have a representative sampling of the population. I give them a low score there because DEI is racist. But not minimal because it's only something the HR dept cares about, normal employees effectively ignore race from what I can tell. So even if management is woke, the company (the individuals) are not.

2
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