This place was toxic. Too many micromanagers - Software Engineer bei Aprimo: Mitarbeiterbewertung

Thank you for taking the time to post a review of Aprimo. While we strive to ensure all employees have a positive work experience and feels able to grow in their careers, not all employees will come away with the same feelings. We find this especially challenging since many employees were hired by Teradata before the July 2016 carve out and had different expectations set for their role than what the company has transformed into. While some employees embraced this change/challenge and have grown tremendously, others did not feel a “fit” anymore. To provide others that might be reading this post some clarity, I’d like to provide some background: In July of 2016 Aprimo was carved out of Teradata and purchased by private equity. Since then, we have aggressively invested and advanced our SaaS Platform (Aprimo + ADAM), which will remain our #1 priority. In March of 2017, Aprimo purchased ADAM software, and immediately spun up multiple new initiatives across the company aimed at quickly combining our best in breed Content Hub with our industry leading Workflow/Productivity platform. These new initiatives meant some existing work streams had to be placed on hold; although, our development teams take great pride in the work they are doing, and believe what is being developed will provide significant value to our Customers. We love that our employees take Customer success and their work personally; however, the downside is that prioritization decisions sometime affect employees in ways we don’t anticipate. Changing work streams ahead of a deliverable doesn’t happen frequently and it is something we try to avoid at all costs. Aprimo R&D is a global organization with 9 development centers across 3 continents, and while we place high value on local HR leadership, some of our teams are functionally aligned to leaders that may not necessarily work in the same office. In these cases our managers schedule and keep regular 1:1 meetings with staff to ensure career coaching and feedback continue. We strongly encourage our leaders to schedule these meeting and continue to grow our employees.