Marin Software
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Marin Software Jobs & Careers in San Francisco, CA

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2 days ago

Accounts Receivable Operations Manager – new

Marin Software San Francisco, CA

• Collaborate with Marin’s engineering team to suggest and develop system enhancements to homegrown billing system to support growth in business… Marin Software

8 hrs ago

Staff Software Engineer, Product Ninja – new

Marin Software San Francisco, CA

• Contribute to the company’s push to profitability by converting manual processes to self-service customer-facing features • Design, implement… Marin Software

Marin Software Reviews

54 Reviews
54 Reviews
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Marin Software Chief Executive Officer David A. Yovanno
David A. Yovanno
10 Ratings
  • 1 person found this helpful  

    turning complexity into disunity

    • Comp & Benefits
    • Work/Life Balance
    • Senior Management
    • Culture & Values
    • Career Opportunities
    Current Employee - Sales in San Francisco, CA
    Current Employee - Sales in San Francisco, CA

    I have been working at Marin Software full-time (more than 3 years)


    Great people. Coworkers are a genuine pleasure to be around; almost everyone gets along on a personal level. Free snacks and drinks. Good office locations, and a best in industry product offering.


    Upper and middle management do not communicate across departments and teams. KPIs, processes, and metrics are constantly changing so it is impossible to perform accordingly. Management will commit to compensation and incentives that are never followed through with; consistency and follow through from middle management leaves much to be desired. Comp and incentives have been cut for sales teams except for upper management, and there is rampant turnover. Sales positions are luck of the draw and territories are not fairly allocated; reps that get only inbound leads have the same performance goals as those who source all of their own opportunities. Front line territories and kpis designed by middle mgmt, who does not understand the day to day of their teams, need to be seriously reviewed and revised by upper level management. Current processes are a quagmire, people are confused, frustrated, and moral is suffering.

    Advice to ManagementAdvice

    Upper management, please make sure middle management's policies, that dictate the performance of front of the line are clearly communicated and in line with organization wide goals. Take into consideration the amount of work required in inbound vs. outbound roles and structure comp/performance goals accordingly. Don't make promises that you can't keep; follow through will go along way to build loyalty and trust with your teams. Please, for the love of god give us a little stability before the next process/operational overhaul.

    Doesn't Recommend
    Positive Outlook
    Approves of CEO

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