Evidera Reviews

- Salary are not competitive with comparable organizations - will start you with a salary far below your experience with the caveat that you'll be assessed for promotion within a year (my experience). - Observed two instances when competitive individuals with dismissive work styles were promoted despite negative feedback from colleagues. Revenue trumps collaboration and expertise. - Same folks get opportunities to lead projects despite numerous qualified scientist. - Poor management of client expectations - VP level will over promise on timelines and deliverables, and contradict SOW.

I was very excited about being hired by Evidera. I was encouraged by the interview process, from the staff who interviewed me to the staff who attended my presentation. To put it simply, I was psyched and optimistic about my future at the organization. No evidence to think the contrary. However, it soon became apparent that the top heavy organizational structure, the limited opportunities to get PI/PM roles and the strong personalities of a few individuals, made me realize that a select few get the leadership roles on most projects. The egocentric mentality of a few makes it difficult for the more collaborative individuals to thrive. For the most part, I am disappointed with my experience for the following reasons: - Limited opportunities for engagement - The same people get the PI roles on projects. For similar projects, the same individuals are chosen because of their skills and prior work with a client. It's the easiest path to follow this pattern. - Little to no opportunities to attend major conferences (despite being told at time of interview). - Senior leadership ignores the patronizing behavior by some scientists. - Poor management of scope creep by some PIs - Sr. leadership creates false client expectations by promising more than what can be done with time or resources available. - Very slow to acknowledge hard work by staff on work that is not billable - Sales goals unrealistic based on # of new projects coming in. Many projects are long term projects or are lead by same individuals. - Sr. leadership is very slow to promote. - Titles and salaries not well matched with experience - Skill sets of staff are not utilized to any great extent