Pros
A few great people to work with. Some direct team leads are supportive and helpful but are ultimately kept out of the loop on any of the decision-making whims at the executive level. Very involved Product team that will join calls with customers when asked but their hands are tied on implementing or incorporating any feedback into the product. Very knowledgeable and involved CEO and executive team that will join calls when needed.
Cons
The Whistic assess tool is not critical and is usually the first thing to go when customers need to cut budgets as they find it only slightly beneficial and it performs a very small function within a larger GRC context. The tool itself looks old and design is weak. Even recent enhancements on the profile side lag far behind other newer competitors in the market and customers are either leaving or continually asking for features or improved look and feel that match what competitors are doing. It is unclear how product decisions are made. The product team does not seem to be in control of the roadmap which changes wildly. customer requests are ignored unless a feature is included in their contract. engineers are quick to criticize customer requests and shut down or dismiss anything they don't want to do. Even the most glaring problems are dismissed as "working as intended." Engineering is focusing on unimpactful features that customers aren't asking for (like Issue Management which no one uses). It feels like the company is intentionally shifting away from their assess tool and embracing the profile tool instead, along with the Trust Catalog which is only minimally useful but the sales team and execs continually point to it as the critical differentiator for the company, however, it is substantially oversold and overstated. Customers complain regularly about the lack of information available and some have left because it did not provide any tangible benefit. Lots of little quirks and inconveniences indicate the design and development was not well thought out and many shortcuts were taken to push out features hastily that either don't work well or are not what customers ultimately want. Iterations or updates to those rushed features never happen. This leads to poor customer experience and distrust of the product. There are many many glaring examples. There is a massive lack of integrations and robust API functionality to integrate the product into other tools or processes. API endpoints are confusing and unintuitive and have caused customers to leave. Culture has suffered significantly since the new VP of Customer Success came on board. In most cases, he does not know what he is doing and no one completely understands what he is asking for. This is evident by his constantly shifting priorities, severe micro-management style, and unclear expectations set for the teams he manages. There is a high level of confusion, frustration, and resentment which has been repeatedly shared internally. A task that is critical one week is changed to something completely different the next. In some cases, customers have been negatively impacted by forcing poorly executed "don't sell alone" strategies on them when it was unwelcome and unnecessary. In addition, his strong/overbearing personality creates a cliquish culture that if anyone does not conform to they are isolated, given unfounded and off-base criticism in Slack channels, and ultimately removed without any warning. To that point, I had been repeatedly told by my direct team lead that I was performing well and my skills and contributions were valued but then was unexpectedly fired for "not progressing as expected" without any explanation about what specifically I was not making progress on. I was later informed that the VP of customer success made the decision to let me go, certainly for some unknown and likely biased reason that I will never know. After a particularly difficult 4th quarter renewing accounts during a tech downturn, I had been repeatedly told that my job was safe and I would be given warnings and a performance improvement plan if needed but I was doing fine and was an asset to the team. Ultimately, no warning ever happened, and never was it even mentioned that I wasn't meeting expectations, instead, I was unexpectedly let go without any warning or discussion about what improvement was needed or expected of me. Laid-off employees are given separation agreements in order to get severance which forces them to stay quiet about the company, its employees, and any mistreatment while employed. I intentionally did not sign so I could write an accurate and honest review, knowing I will be identified.