MathWorks reviews

Overall, the main markets are R&D and education institutes for MATLAB and control design automation for Simulink. These are small and well-established markets. MathWorks products have very strong standing in these markets, but the market itself is not growing rapidly. This means relatively weak salary and slow financial growth for individuals. With the stakeholder bonus, the total income is average in the design automation market. Another typical pitfall for tech companies from the 80s is that there is no career growth outside the management track. If you are good in a technical area, you are expected to become a senior team lead (STL) and then a manager. It is impossible to stay in the engineering track. As a result, quite a number of real good engineers have to leave the company to pursue technical advances. The weak mid-level managers is another result of the same problem. The mid-level managers were good engineers 5-or-10 years ago. They are in a manager role now, but some are weak at leadership skills and try to play the engineering role by making critical technical decisions and try to squeeze time to do coding works. This is bad for both parties, it discourages the engineers, creates conflicts and even makes it hard for the managers to grow in their management role. The engineering levels and management levels were invented when the company was still small and no one has that many years of experiences. They left very few space to grow when the company became big and people became older. As a result it has become harder and harder to get promoted because there is not so many levels to grow and there are so many people who need the promotion. Over 10 years ago it was decided that MathWorks will follow 'the Toyota way' and then became a process oriented company. "There is a process for it" has been the trend ever since. For a currently company with 3K employee it feels as if the company were 10x its size. There are a lot of lengthy processes and useless meetings. Mostly because the process were invented by the managers. A lot of people/parties needs to be involved for very trivial issues. Maybe someday the executive team can realize that the Toyota way was born out of Japanese culture for production system and US sofware companies really need to customize it for their own needs. Over the last few years the company has gradually fell into the pattern of Collins' other book, "how the mighty fall". For example, most teams have lost their focus. (If every team has more than 10 focus areas, is it still appropriate to call it a 'focus'?) Luckily the top executive team seems to be aware of the issues and are improving it.

- Too process oriented - Annual review process is arcane and out-dated