Software Development Engineer 1 - Software Development Engineer-1 bei Expedia Group: Mitarbeiterbewertung

1.0
7. Okt. 2018
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Geschäftsprognose

Pros

Pros are for those who have contacts or relatives in the company, or make contacts on story telling and liquor/non-veg

Kontras

Hire low quality engineer local in Delhi NCR. They lack knowledge and therefore are insecure. These people do politics and make their own gang and try to expel who are better than them and speak up.Upper Management does not care for Female employee unless you are at high position like TPM or Manager or you bootlick some director/manager/any one resource ful. Hr is not at all professional they do what the manager tells them not at all listen to employee side. If you are female employee do not even dare to speak against any of this old MCA/TCS guy. They have their own gang and lot of reach will expel you, upper management does not care at all. I have seen people who cannot write 10 lines of code becoming Tech Leads and most foolish guys become manager with lots of Ego. No sensitivity for female employees. If you are more dumb but have contacts then you can become director/senior director. Cost of promotion is getting liquor to your boss from army canteen or taking him his family on a vacation on your own expense. No value for talent at all.

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5.0
4. Mai 2026
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CEO-Befürwortung
Geschäftsprognose

Pros

- good benefits - depending on team great culture

Kontras

Not every team is the same

2.0
29. März 2026
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CEO-Befürwortung
Geschäftsprognose

Pros

Constant state of transformation is ripe environment for new hires and functional experts from big name tech companies

Kontras

Pre-covid the culture was really special. Collaborative, engaging, people-centric, with a unifying mission to enable travel for the world. Since covid there has been a revolving door of executive leadership, and with each round, they throw out the current strategy to try something "new" without building from the current or past successes. Constant change, but no clear vision or strategy of what they are trying to change to. Lack of strategy and low risk tolerance leads to too many priorities with not enough investment to move the needle in anything. Quarterly layoffs, but executed quietly team by team so as not to make news. No psychological safety. Talent strategy since covid is to hire externally over internal promotions to gain "functional expertise" therefore difficult to grow your career. Siloed divisions not working towards common goal. Lacks operating model maturity needed for a company of this size likely do to revolving door of execs and priorities. A cash cow company with an identity crisis trying to be an AI innovator. Build vs buy mentality slows them down. Too many exec pet projects that aren't vetted with proper business cases.

4
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