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      Fortinet

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      Reviews voor Fortinet

      Could be better - werkgeversreview QA/DevOps/Automation Engineer bij Fortinet

      2,0
      4 jun 2025
      Qa/devops/automation engineer
      Aanbevelen
      Goedkeuring directeur
      Zakelijk vooruitzicht

      Pluspunten

      - Competitive pay, especially for a Vancouver-based company - Decent benefits — health insurance covers 50–80% of costs - RRSP match could be better, but still appreciated - My team manager is supportive and great to work with

      Minpunten

      - Strong push for return-to-office — remote work is effectively dead - Poor communication between frontend and backend teams; QA often has to catch everything - Development process is chaotic — releases frequently delayed by weeks - Low-priority bugs are ignored indefinitely - Team productivity is judged using weak metrics (e.g., number of tests or bugs reported) - No time is set aside to tackle technical debt

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      5,0
      16 jun 2026
      Sr. software engineer
      Aanbevelen
      Goedkeuring directeur
      Zakelijk vooruitzicht

      Pluspunten

      Great work life balance. Interesting projects

      Minpunten

      Internal tools are lacking compared to other places

      5,0
      15 jun 2026
      Senior named account manager
      Aanbevelen
      Goedkeuring directeur
      Zakelijk vooruitzicht

      Pluspunten

      - On target OTE and uncapped commissions - Great overall work culture - A lot of cool Field marketing events - Ability to expense dinners, entertainment, gifts for clients - Great company vision and a broad security fabric portfolio with several third party validations for a well-known cybersecurity brand makes it easy to sell and be successful.

      Minpunten

      - New business quotas are the same for every seller at least on my team, who all have very different territories, some with more white space heavy accounts that can be much more challenging to hit quota compared to other territories. Quotas went up by 20% from previous year. - Too many internal systems to navigate - processes and sales enablement tools could be more efficient - You can be the top performer in your US sales segment, and still not make it to President's Club because of the way it's structured - competing against different segments and only top 3-4% get to go each year. Rewarding top performers in general is an area needing improvement in my opinion.

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