- Favoritism runs very deep in this company. If you're not "in" with the right leaders, do not expect promotions or market-worthy raises. This has been going on for years before the merger.
- Attrition is high and morale is low. Retention packages were issued as the only means of keeping talent. Those who received a package were senior leadership or sales and engineering, which speaks volumes if this company can't even attract and retain engineering or sales talent.
- Little opportunity for growth for individual contributors. Most business units do not have good (or any) documentation or onboarding plans. From day one, it was clear that I was not set up for success. If you interview here, make sure you ask the right questions to vet your managers and their "plans" for you and their team. And then, hold them to it. Be very careful if you consider joining this company.
- Middle Management and Upper Management are not technical. Unfortunately, many in their positions today are unqualified and need some serious coaching. Few understand the day-to-day of their team, and if they do they can only speak to it at a high level. Most spend their time fighting political battles with one another, and sending their direct reports on meaningless projects to cover more ground for themselves and make themselves look good for the next title promotion.
- Cloudera likes to pride itself in "moving fast", but very few here understand the market and make decisions based on emotion.
