DigiCert reviews

Dear Current Employee, We really appreciate your recognition of the awesome people we have at DigiCert and the work we put into having a great culture. On compensation: we haven’t suppressed any pay rises and have paid out above plan for bonuses over the last three years. DigiCert operates a pay-for-performance culture — the greater your performance, the better the reward — and our bonuses and annual increases are based on market research to help ensure we are providing increases at pace with other companies of our size, revenue income and locations. We’re also continually investing in other ways to ensure our people feel valued and rewarded (benefits offering, development training, etc.) As there appears to be a disconnect between your experience and how DigiCert rewards for performance, please reach out to our People team so that we can facilitate a discussion with you and your manager to address this disconnect. Thanks for your feedback and hopefully we can address your concerns together.

Dear Current Employee, Thanks for taking the time to acknowledge our friendly environment and attitude. It’s our people that make DigiCert a great place to work and we’re glad you are experiencing that for yourself firsthand. We also appreciate your candid feedback on compensation. We operate a pay-for-performance culture: the greater your performance, the better the reward. For our annual compensation review event, we benchmark on market-based research, using companies like Radford, Mercer, WorldatWork, to help ensure we are providing increases at pace with other companies of our size, revenue income and locations. We’re also continually investing in other ways to ensure our people feel valued and rewarded (benefits offering, development training, etc.) Hopefully this helps explain how we approach compensation and if you have any additional questions, please don’t hesitate to reach out to the People team for help.