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Overzicht WorkWave

Holmdel, NJ (Verenigde Staten)
201 tot 500 werknemers
Computerhardware en -software
€ 25 - € 50 miljoen (EUR) per jaar

Reviews voor WorkWave

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Goedkeuring directeur
WorkWave CEO Marne Martin
Marne Martin
5 beoordelingen
  • Nuttig (4)

    "Okay Company, but seems the Good Reviews are Inflated by HR"

    • Balans werk/privé
    • Cultuur en waarden
    • Carrièremogelijkheden
    • Loon en arbeidsvoorwaarden
    • Senior management
    Voormalige werknemer - Software Engineer in Holmdel, NJ (Verenigde Staten)
    Voormalige werknemer - Software Engineer in Holmdel, NJ (Verenigde Staten)
    Niet aanbevolen
    Negatief vooruitzicht
    Geen mening over Directeur

    Ik heb een voltijdbaan gehad bij WorkWave


    WorkWave is a good place to be for a little while, but not to stay. It is a comfortable place to be, but if you are looking to grow… go elsewhere. There are no clear career growth plans, or proper training for the engineers.

    - Free (Cheap) Lunches 4 days a week to keep you in the office
    - Flexible Working Hours, with work from home option. (Just make sure you look like your working really hard when you're there and you'll be good. )
    - Relaxed Dress Code (Although, its better to dress up. Perception of working hard matters more than you think.)
    - Nice Bell Works Building
    - Immediate 5% 401k Match


    There are hardworking people at WorkWave. Unfortunately, management is very poor. Management does not take the advice of employees seriously, pushes for quick features, and wants to micromanage. WorkWave was acquired by a global company and is pushing for aggressive road maps with short deadlines.

    This is a tech company, but it is not run as a tech company. It is run by business and sales/marketing people that do not know how to maintain and grow their software company properly. They need better technical management, and to better update and maintain their tech stack.

    - Hiring a lot of international cheap labor to support their software
    - Having hiring and retention issues. Not sure why they are firing people.
    - Starting to incorporate more micromanagement practices
    - No career growth or proper training for engineers
    - Management does not plan for future features properly, and priority changes frequently. (Priority changes so frequently, you question management and your motivation to complete these goals...)
    - Engineers are not given clear vision of desired features to develop
    - Software documentation is minimal, if any at all

    Advies aan management

    Make it so engineers want to stay. They are the ones building and creating your product after all. You need good engineers and a clean development process for a good software product.
    - Provide training for engineers
    - Provide better educational incentives to keep engineers up to date (Certificates, etc.)
    - Create clear career growth tracks for engineers
    - Promote personable managers...
    - Stop pushing the perception that the company is doing "so good". Its actually worrisome sometimes...

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WorkWave Awards en onderscheidingen

  • Best Places to Work in New Jersey, NJBiz, 2011
  • Best Places to Work NJ, NJ Biz, 2011
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