Previous review about no technical talent completely correct. - Data Scientist bei Experian: Mitarbeiterbewertung

1.0
8. Jan. 2021
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CEO-Befürwortung
Geschäftsprognose

Pros

The cafeteria staff are the nicest people in the place.

Kontras

The previous review on here is completely correct in that the vast majority of people at Experian have very little technical talent whatsoever. Most use legacy technologies that are complete garbage and act in insulting ways to people who are far, far superior in intellect and capabilities as they are deemed a threat to their authority (not very hard). There is a general, and widely accepted, notion that most of the leaders are selected due to their political alignment with the woke, liberal agenda. Any member of staff that does not share these views is openly bullied out of the office, set up to fail and otherwise tormented and harassed. This is not only the accepted culture, but is actively encouraged. Even when direct evidence, both written and recorded, of this is presented to HR, it is ignored and brushed under the carpet. One can only assume they are complicit in this agenda, and it would be highly unsurprising if this evidence didn’t turn up online at some point. It would be highly deserved. In Experian, image is valued more than talent, as talent is viewed as a threat to superiors, whom are often capable of little more than a few simple formulae in excel.

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5.0
16. Juni 2026
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CEO-Befürwortung
Geschäftsprognose

Pros

Great work culture! Everyone is welcoming. I really like the work-life balance.

Kontras

There are really no cons that I can think of.

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Reaktion von Experian
3w
Thank you for sharing your experience. We’re glad to hear that you’ve felt welcomed and supported, and that work‑life balance has been a positive part of your role at Experian. We appreciate you taking the time to share your feedback and are happy to have you on the team.
1.0
6. Juli 2026
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CEO-Befürwortung
Geschäftsprognose

Pros

The fact they had Remote work

Kontras

In my experience, management lacked consistency, transparency, and empathy when addressing employee concerns. After dedicating nearly 16 years to the company, I felt my years of service and commitment were not meaningfully considered when employment decisions were made. I received my first disciplinary action in February 2026 related to FMLA reporting requirements. From my perspective, I was placed on a final corrective action without prior coaching or progressive discipline, which I found surprising after many years with the company. A few months later, I was terminated following a security-related incident while working remotely. I felt I was not given a meaningful opportunity to explain the circumstances before the decision was made, leaving me with the impression that the outcome had already been determined. I also experienced frustration when seeking guidance from Human Resources regarding bereavement policies. I did not feel my concerns were fully addressed or that I received clear explanations to help me understand the company’s position. Overall, I left feeling unsupported and believing that HR’s primary role was to protect the organization’s interests rather than advocate for employees. While every workplace must uphold policies and compliance standards, I believe there should also be room for fairness, open communication, and consideration of an employee’s long-standing dedication and overall performance. My experience left me feeling undervalued and, ultimately, discarded after nearly 16 years of loyal service.

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