Defining the future of New Orleans Tech Culture - Associate Software Engineer Accruent Employee Review

4.0
Jun 12, 2019
Recommend
CEO approval
Business Outlook

Pros

The freedom that Accruent provides is a huge plus for me. We have core hours for our Agile Scrum meetings and team responsibilities but we have a ton of leeway in deciding when we come and go. Also if we're more productive working from home, we have that option. Or if we just need a day or two to recharge and strike that perfect work-life balance, we have open PTO in place. There is also no shortage of extremely smart and motivated individuals at this company that provide great examples of how to thrive in this industry. The passion behind refining the quality of our software and culture are very apparent here and I hope that continues to grow at the rate that I've experienced so far

Cons

Accruent's offered salaries are collectively below the market norms for various positions. As we continue to expand, hopefully this will be addressed sooner than later. We are building a product that I'm quite proud of and would hate to lose anyone before we reach our realized potential

Explore other reviews about Accruent

5.0
Aug 26, 2025
Anonymous employee
Recommend
CEO approval
Business Outlook

Pros

They have strong products with a strong reputation in the industry. The people are supportive. The benefits are good.

Cons

Need for more in-person trainings, ie quarterly.

1
2.0
Jun 1, 2026
Recommend
CEO approval
Business Outlook

Pros

Lots of potential across their portfolio. Standard benefits. OK work/life balance (if you're remote). Very interested in creating a culture of improvement - but not necessarily innovation like you'd expect at a software company (See Cons).

Cons

Parent company is way too involved and tries to run this software company like a hardware company (which is most of their portfolio). Aging tech and design of their product portfolio. There was a very toxic political culture when I was there, but that may have changed. Lots of brain drain over the past few years of their most experience leaders and software engineers. No equity (except for some "high potential" hires and some VPs and above... which creates rifts between the haves, the have nots and management - it's common that a high demand new hire gets equity like AI engineers and data scientists, but their manager does not have equity and has to be able to answer questions about their equity as part of their comp.

2
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