Appirio Jobs in Seattle, WA

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30+ days ago - Senior Consultant - Technical Lead

Appirio Seattle, WA

of Role A Senior Technical Lead designs and implements the key technical components of the solution and helps direct Appirio technical resources to… Appirio

30+ days ago - Senior Project Manager

Appirio Seattle, WA

of Role Senior Project Managers will manage one or more projects for our customers providing day-to-day leadership to analyze their requirements… Appirio

10 days ago

Workday - Project Manager

Appirio Seattle, WA

of Role The Workday Project Manager leads all aspects of assigned projects using initiating, monitoring, controlling and closing processes. The… Appirio

Appirio Reviews

128 Reviews
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Appirio CEO Chris Barbin
Chris Barbin
113 Ratings
  • Dust Bowl Where Clouds Don't Always Reign

    • Comp & Benefits
    • Work/Life Balance
    • Senior Management
    • Culture & Values
    • Career Opportunities
    Current Employee - Consultant
    Current Employee - Consultant

    I have been working at Appirio full-time (More than a year)

    Neutral Outlook
    Approves of CEO
    Neutral Outlook
    Approves of CEO


    Work/life balance is a great advantage, since consultants are all virtual. This allows you to work the hours you want to work (outside of meetings) and fit your job into your life, not the other way around.
    For the most part, there is no micromanaging, except for some PM's
    Home office technology and software provided to employees is a huge plus. You get what you need, and then some.
    Travel is minimal


    Reorgs occur once per year on average, which lead managers to not invest in their people
    Little to no opportunity for career advancement
    Managers are not willing to go to bat to support their direct reports' needs.
    Managers lie about barriers to advancement, or provide "keep up the good work" messages when employees ask for criteria to reach the next level. When you do meet all of the criteria, you're told, "I cannot promote you outside of the merit cycle," then multiple employees get promoted outside of it.
    Job descriptions and qualifications can only be pulled from job postings. Even then, they're not applicable.
    Reactive culture that desires to be proactive and fails
    Below market compensation in marketplaces where competitors are willing to compensate much more and provide structured, stable career growth.
    Vast disparities in compensation for the same job profile, as there are no salary guidelines. Also, compensation for a "consultant" should not be considered the same across the platforms on which they consult...the market decides.
    Tenure takes precedence over merit and value generation
    After drawing initial fresh breaths of air in the first six months of joining the company, the air is knocked out of you upon realizing you may not be one of the "chosen."

    Advice to Management

    As an organization that acquired an HR strategy firm, consume the advice you dole out to clients. The organization was stock full of fun, super-intelligent people that made for a great team, but these people will leave (or have left) because you are not proactive in trying to keep them. It is more costly to the bottom line to lose someone great, than develop them and address their needs. These people will leave you, join a competitor, and make your fight for a position in the marketplace even tougher. There's too much competition to be negligent about talent. Also, you need project managers who have actually implemented or configured the systems or platforms in which they are trying to manage a project.

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