Pros
Denodo is a rapidly growing company and has an excellent product that all organizations need to become data-driven and agile enterprises.
Is the company perfect? Of course not...but some of the other reviewers are so negative that they clearly have an axe to grind and will tell blatant lies rather admit something positive about Denodo.
The company is growing at over 50% per year (revenues and employees!) so Denodo is suffering from some of the teething problems that all companies go through during a period of rapid growth. I wish that they weren't there or that Denodo could fix these problems quicker, but they are a fact of life at the moment. Get over it people and stop whining!
The technology and the product *is* leading edge - despite the naysayers - and the Denodo has a fantastic customer base of leading Fortune 500 companies, most of whom have said that they will recommend the product to others. Working at Denodo means working with leading technologies like the Cloud, Big Data, advanced analytics (ML/AI), and so on.
All new hires get trained...period. Graduate entrants spend their first six months learning the technology and the company before they move into their actual roles. More experienced hires still go through product training and Sales training - depending upon their final role.
You also work with great colleagues who are dedicated to the company and the product - the more experienced amongst us have worked at other companies and we know what a bad organization is really like. We know how good Denodo really is. (Of course, if your first job out of college is at Denodo and we don't happen to have your favorite Muesli as a snack, then you might feel that the sky is falling).
Cons
Denodo is a rapidly growing company and - because of that - it's suffering from growing pains. Sometimes it would be better if some organizational things got sorted quicker, but that's the challenge of growing so quickly. I would prefer these problems to those of stagnation and layoffs.
Some long-time employees feel aggrieved that new people have been brought onboard in more senior positions. That is also a consequence of rapid growth - needing to fill out the teams for the *next* stage of growth - and that sometimes means bringing in new talent and more experienced talent. It doesn't mean that the 'old timers' are not valued or appreciated - but tenure shouldn't be the factor driving who does what role (management or otherwise).
