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30+ days ago

Content Marketing Manager

IBM Washington, DC +10 locations

The Content Marketing Manager should be experienced in content marketing… and content marketing managers within the new IBM business units on the… IBM

30+ days ago

Category Manager - Marketing Communications

IBM Washington, DC +10 locations

include but are not limited to: • Primary responsibility is to achieve client success against… IBM

5 days ago

Market Management Market Segment Manager

IBM Washington, DC +11 locations

Portfolio Marketing Manager applies demonstrated portfolio, segment… IBM

30+ days ago

Market Segment Manager, SmartCloud SaaS Portfolio

IBM Washington, DC +10 locations

segment. Market Segment Manager, WW SmartCloud SaaS Portfolio The WW… IBM

20 days ago

IBM Interactive Market Strategy Managing Consultant

IBM Washington, DC +10 locations

By radically rethinking their profession, marketers can understand customers as individuals, use predictive tools to get ahead of demand and design… IBM

30+ days ago

Market Campaign Manager

IBM Boston, MA

You will work closely with the Product Marketing team to put new assets and offers into market and create engagement pathways that turn visitors into… IBM

30+ days ago

Senior Manager, Marketing Operations

IBM Atlanta, GA

Working as a part of the Marketing Operations department, the Senior Manager, Marketing IBM

22 days ago

Field Marketing Manager - Aspera

IBM Emeryville, CA

We are looking for a motivated and driven individual to join our Marketing team as a Field Marketing Manager. This… IBM

30+ days ago

SoftLayer Email Marketing Manager

IBM Dallas, TX

The Email Marketing Manager will work with marketing… and acquisition efforts. The Email Marketing Manager will also work closely… IBM

22 days ago

Digital Marketing Manager

IBM Dubai

will include: • Design and drive digital sales plays that are aligned with account marketing strategy and executed through a variety of digital touch… IBM

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  • 115 people found this helpful

    Advisory Engineer in STG, IBM

    • Comp & Benefits
    • Work/Life Balance
    • Senior Management
    • Culture & Values
    • Career Opportunities
    Current Employee - Advisory Engineer in Hopewell Junction, NY
    Current Employee - Advisory Engineer in Hopewell Junction, NY

    I have been working at IBM full-time (more than 8 years)


    Disclaimer: A lot of what I'm writing below of course depends on the work area and management chain. But I found this to be fairly pervasive policies in IBM in my 9+ years with the company.
    1. IBM's policies and management are very flexible when it comes to working remotely or accommodating various life situations (sick days, doctor visits, etc.). Management is encouraged to measure an employee by their work and impact, and not by hours spent at their office.
    2. Great colleagues! Though unfortunately, many have been leaving due to the instability of IBM's HW development business.
    3. At least in my area, there's a high level of flexibility on which projects should I undertake based on my and my management assessment of business impact.


    1. Unfortunately, IBM still uses the "normal distribution" rating system, where at the end of the year each employee is ranked as a top contributor (5%), above average contributor (15%), average contributor (~75%), and bottom contributor (5%). This curve is difficult to apply in the R&D world, where you may have many members of the team working long and hard hours, and end up being "average contributors" at the end of the year, because there just isn't room for all to be top contributors.

    2. The above may not be so disturbing, if only IBM didn't practically cancelled all raises, performance bonuses and incentive for the non top-performers. I've had a consistent "above average" rating in the last 4-5 years, and my raise and performance bonus were ridiculous mere 1.5-2% of my salary. Were I rated "average contributor" I would have gotten NOTHING. So you can imagine that people can go year after year without any raise to their salary.

    From talking to manager friend, this is IBM's way to eliminate the non-top-performers without having to fire them, as part of its direction of reducing US manpower.

    3. Hiring freeze in many areas - again, as part of IBM's attempt to reduce its workforce across North America and Europe we see many jobs move to the India and Far East markets. This is of course upsetting to see local teams shrink and disappear, especially when many great local IBM colleagues and experts begin to drop out. From my experience thus far working with India SW teams - they are still very far away from the standards I would have expected from US and Europe based teams.

    4. Poor top down communication about company's and divisions' future. Employees learn from rumors and news websites what's about to come...

    Advice to ManagementAdvice

    Management must keep in mind that it today's world, which is saturated with brilliant companies that hire top talent, IBM must remain competitive to attract great talent and hold on to it. In the meanwhile, we're seeing the opposite trend, where great people leave IBM for other companies, be it because of a more competitive package, dropping morale and many other reasons.

    Neutral Outlook

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