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Cvent Reviews

3.8
249 Reviews
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Cvent Founder & CEO Reggie Aggarwal
Reggie Aggarwal
204 Ratings
  • 4 people found this helpful

    Roller coaster ride of politics, ego's, poor leadership and a sea of technical debt drowning innovation and improvement

    • Comp & Benefits
    • Work/Life Balance
    • Senior Management
    • Culture & Values
    • Career Opportunities
    Current Employee - Engineer in Tysons Corner, VA
    Current Employee - Engineer in Tysons Corner, VA

    I have been working at Cvent full-time

    Pros

    Plenty of opportunity to learn hands on with an assortment of technology, there are some very smart Sr engineers to learn from (if they have time) and job security is pretty stable for the moment as long as you deliver.

    Cons

    Sr management does a poor job of communicating a cohesive message and communicating amongst themselves. They continually show their inability to delegate or trust people, and there is way too much cronyism which leads to disfunction on a daily basis.

    There is no 401K match, the benefits package is setup for college grads who are hungry and willing sell their souls for a chance to earn some money, healthcare for family is not affordable, and the vacation benefit is extremely weak due to very small amounts combined with lack of ability to roll over more than 40 hours. On top of all of this, the Non-compete is one of the most restrictive I've seen in any industry.

    The new office space is one step above call center digs, and is pretty close to sardines in a can. The company refuses to offer basic things like paper coffee cups or cups in general (they sell it as them being green although it's just another example of the cheap attitude towards employees)

    Employee travel is about the cheapest I've seen in any industry, often forcing people traveling for the company to share hotel rooms with each other, even though they've never met leading to some extremely awkward situations.

    Company paid training opportunities or technical conferences are only provided to a few elite if at all. Investment in employees is by far and large extremely weak in this area, especially considering the constant demand for everyone to become experts on new technology.

    Advice to ManagementAdvice

    1 - Invest in your employees - quit being so damn cheap. Examples include:
    * 401k Match
    * Family healthcare benefits that are actually affordable
    * Provide opportunities to get technical training, or even education reimbursement would be a start
    * Consider other equity opportunities like RSU's vs the Options program you currently have for some
    * PTO is meant to allow employees to not burn out, provide more of it, allow people to use it when they need to, and allow for more rollover year over year -

    2 - Delegate to your employees, stop micro-managing every decision and trust that your employees are making the right decisions. In addition, coach them on how to improve when a mistake is made rather than insulting them publicly for your own amusement.

    3 - Figure out how to set a strategy and stick to it, and drive the same message down through your rank and file, you have too many people trying to set their own direction, no cohesion, and too many ego's are being left unchecked -

    4 - Realize that we continue to miss out on hiring the talent needed because of the reasons stated above, combined with the disfunction in our hiring process that often leaves candidates hanging for weeks on end. This is not acceptable, especially with the size of our organization and our need for good talent.

    Doesn't Recommend
    Neutral Outlook
    Disapproves of CEO

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