A formerly great place turned extremely toxic and hostile - Software Engineer Samsara Employee Review

1.0
Jun 24, 2025
Recommend
CEO approval
Business Outlook

Pros

Fully remote work, some very smart senior and staff devs, good internal dev tooling. Local development and debugging is pretty smooth along with CI/CD. Culture was good until 2023.

Cons

Management and execs have become incredibly demanding since 2023. They push hard for new features without giving teams the time to scope it. Employees then take the blame and get let go immediately. I had a director literally tell me he "prioritizes work over family" in a one-on-one. Remote work here is deceptive because Samsara uses that to overwork employees. It is common now to be working from home during weekends or outside business hours. Oncall is the absolute worst. Depending on the team, expect about 1 week a month of never leaving your phone/computer. You can get paged at 3am and you are expected to wake up and look at it. Your work metrics are also recorded to compare you to coworkers and evidence to up-and-out you (fire you if not promoted).

Explore other reviews about Samsara

5.0
Jul 8, 2026
Anonymous employee
Recommend
CEO approval
Business Outlook

Pros

Great career growth and compensation

Cons

You have to be willing to adapt

2.0
Jul 9, 2026
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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