Edaptive Systems

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Edaptive Systems Reviews

2 Reviews
2 Reviews

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Frank Blair
2 Ratings

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  1. 6 people found this helpful  

    Toddlers with ant farms

    • Comp & Benefits
    • Work/Life Balance
    • Senior Management
    • Culture & Values
    • Career Opportunities
    Former Employee - Software Engineer in Owings Mills, MD
    Former Employee - Software Engineer in Owings Mills, MD

    I worked at Edaptive Systems full-time (more than a year)


    Nothing really good to say. They encourage 50-60 hour weeks, disprove of prototyping or new ideas despite approving tools, CMs tend to make stuff up as they go, and managers follow ripped slides from wikipedia. Everybody are"yes" men and are more mindless drones with no real ideas or solutions. Mediocrity is defended well and if managers aren't giving the ideas, they neglect the team. I have never seen a PM texting in peripheral sight of a customer during a sprint review or heard a manager ask an employee about a basic Agile staple despite apparently having a higher cert, and attempting to sell "agile" to the govt. It is one thing to oversell, but I have seen more peddling of side projects than actual team deliverables. I wonder how many of these reviews are plants. A lot I bet. Edaptive is cheap. They put on a good show but cannot provide business cards to the employees unless they meet customers or even get a JIRA or even a TRAC like system. These guys will bait and switch you anyway they can.


    -Bad benefits
    -No defect system
    -Bait and switch
    -Rejection of good talent
    -No really proven Agile managers, just smoke and mirrors

    Advice to ManagementAdvice

    -Get your priorities straight
    -Listen to your team, support prototyping
    -Like AA, admitting you have a problem is step 1/12. That does nothing to correct the issue.
    -Selling "Agile" is fine, but conditioning of customers to believe in unrealistic things from the team is not. North Korea is a pretty good place to live if you believe their state t.v.
    -How about shelling some coin for defect and ticket tracking system?
    -The hivemind mindset needs to get dumped otherwise you'll lose your precious "contracts"
    -Quit being defensive and reactionary or you'll sink your team
    -Get agile coaches and proven managers in there. Stop putting untrained personnel who can only pass a test in roles of direct management seeking to prove their worth. It doesn't benefit the team and ego before team never wins out.
    -When you put someone in charge of a task who is supposed to be your SME on the subject and you spend more time under utilizing him/her off, questioning their integrity, and less listening to their recommendations, expect to feel the pinch. When you pick a technology and are so uneducated in its use, but you turn to someone who has that knowledge or extends an olive branch to learn from an expert, you uplift them from Day 1 and not Day 31. When your employees are venting to fellow employees and not managers, there is a clear problem. When your employees trash your "decrees" or deride your solutions meting after meeting, you might want to listen before speaking.
    -Do your research before arbitrarily picking things and speaking like a newb to an expert.
    -Work smarter and not harder. Options over decrees. Team goals over management promises and directives. Efficiency over OT.
    -If you are going to claim agile, do more than just show off awards on a t.v.
    -Get better benefits
    -Learn some proper business etiquette and respect while your team gives a demo., no walking out, no cell phones, no screwing around. You send bad signals to customers.

    Doesn't Recommend
    Negative Outlook
    Disapproves of CEO
  2. 6 people found this helpful  

    Waste of your time, life is short, find a good place to work

    • Comp & Benefits
    • Work/Life Balance
    • Senior Management
    • Career Opportunities
    Former Employee - Anonymous Employee in Baltimore, MD
    Former Employee - Anonymous Employee in Baltimore, MD

    I worked at Edaptive Systems


    If you learn to survive in this company you will probably be able to make it through any corporate environment.


    The three owners manage the company as if it were three different companies.
    There was never a balance between work and personal life; even vacations are requiring constant remote work.
    Always a lack the resources to complete jobs; whether it was software, hardware, or people; was not because lack of money in jobs.
    The turn of rate is high.
    Compensation was poor.
    No management structure beyond owners
    Management decision are constantly changing without notification.
    Contracts with employees are respected as if they were suggestions.

    Advice to ManagementAdvice

    The owners need to take some class in management, pick some good middle managers and let them manage for you.
    Pay better compensation.
    Support a balance between work and personal life; burning out employees only works against your investment in you human capital.

    Doesn't Recommend

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