- Salaries are not competitive, even compared to much smaller / less profitable companies. They focus on being somewhat competitive for the Nebraska tech market (they have few competitors in this market), but no adjustments are made for the cost of living of remote employees.
- The healthcare plan has a high deductible.
- Opportunities for advancement are limited, and career progression is slow. I've talked with colleagues who have been shut down when bringing up promotions, because "we don't need any more people at that level right now", regardless of whether the employee is already performing at the next level.
- One of the primary functions of middle management at Hudl appears to be limiting upper management's exposure to negative feedback from unpopular decisions. Dialogue is not encouraged on most of these decisions, despite "respectfully blunt" feedback being a core value.
- Happiness largely depends on your business unit, so I can't speak to every squad/BU. "Competitive" in particular has some serious issues:
• They have a strong hiring pipeline with local Nebraskan colleges, and you frequently get the impression that engineers can just be replaced with new grads. As a result, complaints are not taken seriously by upper management, because engineers have little leverage.
• Heavy focus on feature development over addressing tech debt. It's always a delicate balance to strike, of course, but tech debt typically has to cause significant issues in production before it will be prioritized, even if it's known that it will cause production issues in advance.
