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- Comp & Benefits
- Work/Life Balance
- Senior Management
- Culture & Values
- Career Opportunities
I worked at Cigital full-time (more than a year)Pros
Some of the best people I’ve ever worked with were ones that I met during my time with Cigital. There is true passion for what we do and how it affects the industry. Getting together for Boot Camp, Tech Fair and Holiday Parties were always enjoyable. I really enjoyed getting to meet others from different offices and it was great to have that collaboration each year.
The technology available was excellent. I always had what I needed in order to do my job. There was never a lack of resources to help get me what I needed either. Smaller chain of commands and largely known loose budget also allowed me to get anything I needed quickly. Major pro.Cons
There is a lack of accountability across the board and in every single functional area. Let’s start with how you get into the company. The interviewing experience seems length, unnecessary and luck of the draw. It seems more about volume of candidates versus holding out for the best fit in the organization. If you’re only worried about the numbers, hold a lottery system. It’s dejecting to apply for a position to be told that you’ve “reach the number available” for an internship. Opportunities are first come, first served.
The formal onboarding process is non-existent. Minus the initial meeting (or call) with an administrative person in Human Resources, there’s no other set schedule. You get your equipment set up and then you sit at your PC for hours upon days and read literature on the company SharePoint site. There’s no way to gauge understanding and adults do not learn by “data dump”. You are eventually assigned a mentor that is going to help guide you through your career and be your advocate, but there are catches to that system as well. Great idea about having someone who will not affect your reporting line as your voice, but it can affect their career path so there’s a “what’s in it for me” view. If you get promoted, they reap the benefits, as well. This means quick promotions when it’s not warranted or even deserved. And if you are paired with someone who has already achieved the highest rank they can go, then you are left to fend for yourself. It’s too difficult to have a mentor that’s also not physically available to you. Face-to-face interaction is essential. Promotions are given out too frequently, so you are basically training your employees out the door once they get the title that will best serve them in the industry. If they aren’t performing, learn to manage them out and hold them accountable for their work. There are individuals that are not performing and are allowed to stay, which in turn ruins the company culture.
Management, point blank, cannot be trusted. Every single thing I ever said to the office manager was repeated. Some of it was private, personal information that was shared with my peers, which is also illegal. It also was spun so that it did not present my true opinion. Favoritism is apparent and it creates serious issues. If you want a glorified babysitter, get a more entry level person so you can at least pay them less. I did speak up about this and nearly lost my job. I learned to just keep my mouth shut. I was not given an exit interview by someone who could impact a change (it was the same HR representative that onboarded me). I was really disappointed that my exit interview was not a real opportunity to give honest feedback. Note: The individual that did the exit interview is one of the most proficient people in that whole department and an excellent resource to go to.
The bottomline is that the company, as a whole, has so many positives, but there are too many incompetent people in leadership roles that do not know enough about their people or their skill to be where they are. Perhaps they would be better individual contributors, but they are sinking the company’s ship. For this reason, I cannot recommend the company to anyone who wants to work in the industry. It would simply be a waste of their time and unfortunate resume filler.Advice to ManagementAdvice
Stop with the fast promotions. Re-evaluate your leadership. Hold people accountable. Do not collect employee surveys just to get dirt and then don't make any changes - it ruins trust.Doesn't RecommendNeutral OutlookNo opinion of CEO