If you have another option, any option, do that - Sales Accruent Employee Review

2.0
20 Sept 2023
Recommend
CEO approval
Business outlook

Pros

Fast paced, your days will fly by. There are some nice folks who will roll their eyes and grit their teeth alongside you.

Cons

Problems with products, go to market and key staff retention will not be fixed. Instead, you’ll workshop problems endlessly in kaizens, and in what is your personal time, because no one cares you’re on a different timezone, and rather than senior leadership apply budget or additional headcount to actually fix, you’ll be challenged to find ways you can fix the problem for free by putting more work on your own already wobbly plate. Then you will be challenged when the plate breaks. You’ll be told it’s just a short term thing and budget will be made available next financial year. It won’t. Voluntary turnover is high, layoffs are also commonplace. Put it this way. If my kid or partner came home and said ‘I have a great job offer from Accruent’ I’d strenuously suggest they keep looking.

Explore other reviews about Accruent

5.0
26 Aug 2025
Anonymous employee
Recommend
CEO approval
Business outlook

Pros

They have strong products with a strong reputation in the industry. The people are supportive. The benefits are good.

Cons

Need for more in-person trainings, ie quarterly.

1
2.0
1 June 2026
Recommend
CEO approval
Business outlook

Pros

Lots of potential across their portfolio. Standard benefits. OK work/life balance (if you're remote). Very interested in creating a culture of improvement - but not necessarily innovation like you'd expect at a software company (See Cons).

Cons

Parent company is way too involved and tries to run this software company like a hardware company (which is most of their portfolio). Aging tech and design of their product portfolio. There was a very toxic political culture when I was there, but that may have changed. Lots of brain drain over the past few years of their most experience leaders and software engineers. No equity (except for some "high potential" hires and some VPs and above... which creates rifts between the haves, the have nots and management - it's common that a high demand new hire gets equity like AI engineers and data scientists, but their manager does not have equity and has to be able to answer questions about their equity as part of their comp.

2
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