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      Samsara

      Engaged Employer

      Samsara reviews

      OK for recent grads, not great for mid-career engineers - Software Engineer Samsara Employee Review

      2.0
      Oct 4, 2020
      Software engineer
      Recommend
      CEO approval
      Business Outlook

      Pros

      - C-suite is humble, smart, and cares about the company - Most of management is well intentioned. - People are friendly and help each other out. - Core business is on solid footing. - Samsara's engineering team has a large number of recent college grads. This means is that if you're a recent grad, you can be handed a lot of responsibility here much faster than if you were at another similarly sized company.

      Cons

      - Nobody has ever been promoted to staff engineer. We have staff engineers, but they're mostly people who joined the company long before engineering levels existed, plus one or two people hired at that level. Senior SWEs who do outstanding, high-impact work get a pat on the back (we've gotten rid of raises). - Directors and VPs have a heavy hand in evaluating perf for people they don't interact with. This means that the people who advertise their work the most do the best. Most of engineering has figured this out, so there's constant self-promotion. - Management is not receptive to feedback. We used to give upward feedback quarterly and receive downward feedback semiannually, now we give upward feedback semiannually and receive downward feedback quarterly. - The layoffs were bad for morale, and there hasn't been any effort to repair the damage. - A lot of talent is leaving for better pay.

      avatar
      Samsara Response
      5y
      Thank you for taking the time to share about your experience. We think your willingness to share feedback is what helps make Samsara such a great place to learn and grow. It's great to hear that Samsara’s people and management team are such a positive part of working at Samsara. I want to address a few of your concerns: Performance feedback - We recently instituted an updated performance review process to ensure all performance and promotions are assessed in a calibrated way and take into consideration the perspectives of various individuals across a range of levels. We are hoping this improves the quality of the performance feedback and fairness throughout the process. We would like to hear your feedback on if this was an improvement over previous cycles. Compensation - As you might have heard by now, we have launched our Comp 2.0 project to refresh our philosophy for our size and stage. In addition, we are moving back to our standard cash raises for our next cycle now that we’ve had some time to understand how COVID will impact our business.

      Explore other reviews about Samsara

      5.0
      Jul 3, 2026
      Senior manager, sales operations
      Recommend
      CEO approval
      Business Outlook

      Pros

      People, growth opportunities, work-life balance

      Cons

      Fast-paced environment can be a lot to keep up with at times, AI-fatigue

      2.0
      Jul 9, 2026
      Account executive
      Recommend
      CEO approval
      Business Outlook

      Pros

      Innovative product, constantly growing the platform

      Cons

      Compensation doesn’t feel competitive for the workload and expectations of the role. Frequent annual changes—including territory realignments, account books, verticalization, and quota adjustments—create unnecessary disruption and make it difficult to build long-term customer relationships and pipeline. The company has grown rapidly, but account distribution hasn’t always kept pace with headcount, leaving many reps competing for limited opportunity and making OTE difficult to achieve consistently. The Team Lead role is one of the biggest pain points. Team Leads are expected to operate like frontline managers without the compensation or authority that comes with a management position. They carry a fully ramped quota while also traveling, mentoring new hires, leading office hours, answering rep questions, supporting onboarding, and taking on enablement responsibilities. While these leadership opportunities can be rewarding, they often come at the expense of selling time and make it significantly harder to hit quota.

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