Unhealthy workplace so avoid. - Account Executive SolarWinds Employee Review

1.0
9 Sept 2024
Recommend
CEO approval
Business outlook

Pros

free food once a week, used to have good tools.

Cons

The CEO's decision to enforce a three-day office attendance policy and threaten to monitor swipe card access is not helping the business and the team morals. True leadership requires leading by example, yet it seems the CEO and their inner circle are exempt from these rules. It's essential for leaders to uphold fairness and consistency. Everyone should be held to the same standards, without exceptions. It's time for the CEO to demonstrate integrity and apply their own policies uniformly. Employees deserve fair treatment and transparency, not arbitrary mandates and double standards and don’t try to speak to the HR, they won’t do anything but will come at you

Explore other reviews about SolarWinds

5.0
19 May 2026
Recommend
CEO approval
Business outlook

Pros

Stimulating work, great people, nice office space with good amenities, good work life balance and flexibility on in-office time, competitive compensation

Cons

siloed org which is very standard for this industry

1.0
11 Mar 2026
Recommend
CEO approval
Business outlook

Pros

Competitive pay, but very rarely worth it for the amount of work given.

Cons

In my experience, this was the least effectively run organization I’ve worked for. Core internal processes were inconsistent and frequently changed without clear ownership, which made planning and execution unnecessarily difficult. Decision-making authority was often unclear, and accountability for outcomes was limited. Several managers appeared under-empowered or insufficiently experienced for the scope of their roles, resulting in unresolved issues and shifting priorities. The culture felt highly political, with visibility and internal alignment sometimes taking precedence over delivery. Informal cliques appeared to thrive, which made collaboration and transparency harder than it should be. Suggestions for improving processes or addressing recurring issues did not gain traction and were perceived negatively, creating an environment where initiative felt risky rather than supported. I experienced the workplace as toxic, with low trust, limited psychological safety, and conflict frequently handled through escalation or avoidance rather than resolution. HR structures were not effective at addressing concerns or providing a neutral escalation path. Senior leadership frequently emphasized a unified company culture; however, in practice different parts of the organization operated with noticeably different norms and priorities, with limited integration into a cohesive whole. Overall, the environment did not support high-trust, high-accountability work, and sustained progress was difficult despite the efforts of some capable individuals.

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