Pendo is awesome - Associate Software Engineer Pendo Employee Review

-great compensation once you surpass your quota- incentivized to be a top performer -Work/life balance is still considered important -the product is incredibly valuable and ever-evolving; there is no lack of innovation of the product -CEO genuinely cares for the company and the individuals -trust in the reps to know what is best for the company so you have the autonomy to operate in the way that you feel is best for the customer and for the company without incredibly stringent tools -I believe in the sales leadership that is place today and the direction that they are taking the company - they want us all to succeed. -great office and amenities -love my coworkers -sales leadership is open to feedback, even when it is incredibly busy -customers are incredibly happy with the product

-constantly changing priorities, which make Pendo not the right fit for everyone. You still have to get scrappy -it is a large product. If you are not willing to take the time to learn the product, this is not the right place for you. You need to know how to focus on value, and not expect simply a transactional sales process. You are not going to be spoon-fed, you must speak up when you are in need of additional learning opportunities

Talented coworkers. Benefits aren't terrible.

Executive leadership significantly damaged employee morale through the CE transition. Feedback from experienced employees was repeatedly solicited but rarely reflected in decision-making, creating a perception that outcomes had already been decided. The transition expanded responsibilities, reduced role clarity, and introduced new tools and processes before they were fully ready. What was once a strong culture of collaboration and employee input shifted toward a top-down approach that left many employees feeling unheard. Combined with inadequate enablement, lack of tactical training, and increasing expectations, this contributed to declining trust in leadership and the loss of experienced talent. Leadership repeatedly emphasized that employees needed to embrace the new direction, but there was little willingness to meaningfully incorporate feedback from those doing the work every day. The message that's been received is "get on board or move on." Unsurprisingly, many talented and experienced employees have left. Given the continued decline in morale and trust, it is difficult to see that trend reversing anytime soon. Raise the hiring bar for enterprise sales talent. Too many hires have not demonstrated the level of competency required for the role. Strong technical teams can only compensate for weak sales execution for so long.