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      Medallia

      Engaged Employer

      Medallia reviews

      3.1

      36% would recommend to a friend

      (1,000 total reviews)
      avatar

      Mark Bishof

      32% approve of CEO

      23% positive business outlook

      Ratings by demographic groups

      Medallia has an employee rating of 3.1 out of 5 stars, based on 1,000 company reviews on Glassdoor which indicates that most employees have a good working experience there. The Medallia employee rating is in line with the average (within 1 standard deviation) for employers within the Tecnologías de la información industry (3.9 stars).

      Reviews by job title

      1K reviews
      2.0
      Jan 3, 2016

      Not as advertized

      Anonymous employee
      Recommend
      CEO approval
      Business Outlook

      Pros

      Customer Experience Management is a new and growing industry, very similar to CRM 20 years ago.

      Cons

      The organization is not stable. Changes occur every 3 to 6 months. They are gearing up for an IPO thus lots of pressure on revenue growth and profitability, which isn't a bad thing. However, this leads to very quick "reactions" that result in changes it direction, org structure, and/or leadership. During the recruiting process they really push the Medallia culture. I have found the culture to be a bit dysfunctional for several reasons. First, there is a leadership vacuum that leads to decisions not being made. This has setup a dynamic where schedules are over run with meetings like I've never seeing before. Everyone has to attend every meeting because decisions are made by concusses. And if someone misses a meeting where a decision was made, they usually then object and the whole decision making process is started over again. Second, the culture is not genuine. In public, everyone talks about how great it is. But 1-1, there is a lot of discontent. The majority of the people in their 20's and early 30's. Very little experienced management. I'm not sure if it is because the lack of age diversity or if it is a result of the "feedback culture", but I have found the culture to be judgmental and "catty". The culture have become very "cliquey", and if you are not in the "clique" there is a lot of nit picking of performance and/or judging of capabilities. Part of this is also the result of "promoting" a person to a manager with just a single employee under them. This leads to multiple layers, micro managing, and a lot of jockeying for position. Third, while there haven't been any mass layoffs, there are on-going "silent layoffs". As the teams are reorganized, positions are eliminated, job functions are changed, and people are let go one at a time. Finally, there is very little follow through on commitments to individual employees. I have seen numerous examples where where what was promised during the recruiting process turns out to be different when the person arrives, or commitments to move departments never materialize.

      avatar
      Medallia Response
      10y
      Wow you have a lot of feedback and clearly our culture is not working for you. If it were, you would feel safe sharing this internally. I don't want to forget anything, so let me speak to your points in the same order you did. First, you say there is a leadership vacuum that has resulted in consensus decision-making. Lack of leadership isn't the norm. In every case I'm aware of, we are either actively looking to hire the right leader or have already moved the right person into a leadership role. That said, I agree that consensus decision-making can be excruciating. It’s not how I run things, and in the teams I am closest to it’s not how things are being run. We listen to everyone’s opinion and then make a decision, which is different than waiting till everyone agrees. You're right though, we still do have far too many meetings. At the O-Team level we've actually suspended all regular meetings in order to see which ones are truly crucial. I will suggest rolling this out Medallia-wide. You also mention feeling that the culture is disingenuous. All macro cultures are made up of micro ones. I’m really sorry to hear you're operating in one below the Medallia median. While our employee NPS remains high, there are definitely teams that dipped below our operating standards in 2015. I am working closely with the leaders of those teams to make sure we address all concerns. As to your point about layers and spans of control, we strive to target best practice 5-7 SOC for teams with higher volume roles (Sales and Services, to name two). When we stand up new teams, we start them out lean as we prove out the model. I'm sorry to hear you've seen it lead to "jockeying." As to your point about silent layoffs, I understand that it’s frustrating to have someone leave and not know exactly why. Part of the reason we don't publicize specifics is to protect the person leaving (and yes, I know how that sounds). Occasionally we do let people go due to poor performance, or because we're going in a direction that does not require their skills. We have never let anyone go due to economic reasons, and we are working on our internal communication strategy to address concerns over reorgs and structural changes. Finally, I'm so sorry to hear that you felt what was promised during your interviews didn't materialize. I'm not sure if you mean your role itself changed due to business needs, or if you were truly promised something that did not pan out. If you're willing to clarify and provide specifics, I would love to hear. When we have to change someone’s role, we work hard to find a win-win situation. I'm sorry we did not succeed in your case. If you have any other feedback, please email me at amy.pressman@medallia.com.
      2.0
      Dec 13, 2015

      Sales director

      Sales director
      Recommend
      CEO approval
      Business Outlook

      Pros

      Good base salary. Great culture at HQ & a few of the bigger offices around the country. Quarterly meetings are fun to be together with the greater ecosystem

      Cons

      You can't make money here. I would consider the high turnover before taking a job here. If you aren't selling something within the first 6months, then update your resume.

      2.0
      Feb 4, 2024

      Many Problems

      Technical support
      Recommend
      CEO approval
      Business Outlook

      Pros

      - Mental health days and programs - Remote-first - Generous family leave and women’s health stipend - Good work/life balance, depending on the team

      Cons

      - “Unlimited” PTO is false advertising. Employees are required to meet impossible billable hours thresholds. You technically get about 3-4 weeks PTO a year but it’s difficult to take because you are constantly trying to meet your billable hours. The lower level employees take the brunt of this billable nightmare. Before you join, you really need to understand your specific role’s billable requirement and know that it’s not easy to meet it because there isn’t enough consistent work to go around. You might be scraping together billable hours in 15 to 30 minute increments. - Salaries are not competitive for the industry and there is no job security. There were many layoffs and there was no transparency about why certain people were chosen. - Despite what the recruiter may tell you, bonuses are not much, if at all. Your bonus is primarily based on whether your billable target is met. - The company culture is pretty much non-existent because the private equity company, Thoma Bravo, keeps a tight grip on how things are run. The CEO is a leader at Thoma Bravo. Team building isn’t a thing because of aforementioned billable hours. - Although things need to be done in a specific way 90% of the time, the technical documentation is truly terrible and you are expected to hunt around in Slack for most answers. There is a lot of knowledge that is retained by a select few employees and not shared in any strategic way. People who know the product wield their knowledge in a power play type of way.

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