Technical Project Manager - Technical Project Manager Ingenico Employee Review

1.0
Jun 7, 2017
Recommend
CEO approval
Business Outlook

Pros

Fast growing company with an excellent portfolio of very demanded services and leader of paiment solutions worldwide. The factories, R&D and Marketing departments are doing an excellent job.

Cons

IT and HR department are not good. HR doesn't really care or put enough effort to drive employee initiatives. IT is just working on fire extinguishing mode, overloaded with repeated incidents and projects. Mainly due to the CTO who's neither a leader nor a manager. His ego is too big and he is always insulting his managers in front of his team. Within IT there is no true leadership, just people playing the pet game and they are very arrogant with their direct reports while being perfect pets for their managers. There's no any official initial walkthrough for new comers, they are just abandoned on day one. The IT department has a weird walk the talk initiative driven by an arrogant and back-stabbing person which is a failure but he will remain at at his job. The company is aiming at a 4Bn€ revenue target for 2020.

Explore other reviews about Ingenico

5.0
Oct 24, 2024
Recommend
CEO approval
Business Outlook

Pros

Flexible work culture helpful team

Cons

No cons as of now

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Ingenico Response
1y
Thank you for your honest feedback.
3.0
Mar 1, 2026
Recommend
CEO approval
Business Outlook

Pros

Supportive team members who are willing to answer questions and provide guidance. The environment offers valuable insight into how large scale payment systems operate, which is beneficial for anyone interested in fintech or enterprise technology.

Cons

The internship-to-full-time pipeline lacks structure and transparency. Interns were told entry level roles would open, but timelines and follow through were unclear, leaving many in extended intern positions without defined conversion pathways. There appears to be an overreliance on long term interns as cost effective operational support rather than investing in structured development and conversion planning. Some interns remain in role well beyond a typical internship cycle, creating uncertainty around long term stability. Communication around hiring forecasts and headcount planning can feel overly optimistic. Expectations may be set publicly, but updates on budget constraints or shifting priorities are not communicated with the same clarity. Career progression for early talent is ambiguous. Without proactive sponsorship and clearly defined benchmarks, interns may struggle to understand what tangible milestones lead to permanent placement.

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