Quest Software reviews about "software"

The technical barrier to entry can be high due to the complexity of the products, requiring significant time and effort for initial learning. Additionally, working in a global company sometimes involves late-night or early-morning meetings due to time zone differences.

Compensation: Some feel the pay and commission structures may lag behind more aggressive tech startups.

Salary increases not great unless getting promoted, and the product isn't the most exciting for some people.

Let me start by saying there are an incredible number of outstanding employees at Quest. These people work tirelessly on behalf of the company but are unfortunately largely unappreciated by leadership. This is your typical private equity-backed technology company, extremely starved for investment in so many areas yet no leadership recognition of why the company can’t grow. This company is saddled with such a crushing level of debt that even a return to zero interest rates wouldn’t help. The next workforce reduction is always just a quarter away. Recently, new leadership has come on board but unfortunately it appears to be version 3.0 of essentially the same (although getting rid of the tyrannical former CFO is lauded). The new CEO has attempted to pass off a troubled debt restructuring as an infusion of growth capital. He also frequently expresses his discomfort with workforce reductions while executing them on a rolling basis. Seems like a nice enough guy but unfortunately no credibility. The new marketing leader has looked at a company that has been significantly underinvesting in marketing for years and has decided the best use of money is to redesign the logo and branding rather than actually marketing to customers. I don’t think there are any prospects saying, “I would have gone with Quest, but I didn’t like the logo.” Ultimately, the extreme technical debt with your software product cannot be solved simply by the CEO screaming “AI” at the top of his lungs. Executive management is not just ineffective, they are actively making things worse. Finally, I would avoid this company if you have any interest in career advancement. The playbook is to hire new or replacement leadership positions without internal posting or considering internal candidates. Many of these seem to be friends or associates of the executive team. However, if you are a member of the rank and file and have a perfectly qualified existing employee ready for promotion, HR will insist that you post the position to outside applicants. There are just far too many reasons to look elsewhere for your next job.

1. Compensation and Geographical Disparity: Salaries are non-competitive and often significantly below market rate, which creates a feeling of geographical exploitation. There is a noticeable disconnect where employees may achieve a new career level, yet their compensation remains anchored to the previous, significantly lower salary band. 2. Management and Talent Retention: Towards the end of my tenure, I observed a substantial decline in the quality of management. The previous manager was outstanding but ultimately left the company due to dissatisfaction with the overall career and life opportunities provided by the organization. 3. Technical Team Collaboration Culture: The professional conduct of some software architects is questionable. This manifests as a distinct unwillingness to listen to feedback from fellow software engineering colleagues, a closed mindset regarding alternative technical opinions, and, on occasion, communication involves an inappropriately raised voice. 4. Promotion Process and Budgetary Constraints: The process for achieving a new career level (promotion) is agonizingly slow, opaque, and highly challenging to navigate. Furthermore, even when a promotion is successfully obtained, the necessary budget for the corresponding salary increase is frequently not allocated, which appears to disproportionately affect employees based in Serbia.

Under new management that seem to be making things much worse instead of better overall. Constant changes, changes that seemingly make zero sense. Execs that don't understand the job of the "boots on the ground" people, but act like they have all the answers. Maybe will come good in the future, but it doesn't really appear so from the inside. Doesn't pay as well as other software companies.

Culture has collapsed under new leadership. Micromanagement and a rigid “follow or leave” mentality drive every decision. Zero trust, finger-pointing, and constant turnover define the environment. Employees are not treated as people. Morale is at rock bottom. A lot of people seem disengaged or actively looking to leave, including many new hires who feel misled about the opportunity.

Salary offered by Quest Software is not as competitive as that of other companies in the software industry.