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3 days ago

Information Assurance Manager

IBM Herndon, VA

per (DoD) regulations. The (IAM) for (ACT) must work with the government to resolve/mitigate issues arising from vulnerability scans, develop and… IBM

21 days ago

Tools Lead

IBM Herndon, VA

Selected candidates may not need to travel for all projects outside of their metro area. However, all candidates must be able and willing to travel… IBM

4 days ago

SoftLayer Datacenter Site Manager

IBM Chantilly, VA

facility, local technicians, and inventory. • Manage upwards of 30 individuals… , and managing daily operational int… IBM

18 days ago

SoftLayer Security Operations Center Manager

IBM Chantilly, VA

Include: • Manage, implement and monitor a strategic, comprehensive corporate and federal information security monitoring… IBM

3 days ago

SoftLayer Security Analyst

IBM Chantilly, VA

• Implement, administrate and monitor a strategic, comprehensive corporate and federal information security monitoring and operation program to… IBM

18 days ago

Infrastructure Specialist Systems/Database Administrator

IBM Chantilly, VA

Maintain Backup and Recovery Service using Tivoli Storage Manager (TSM) 8.… IBM

18 days ago

IT Security Accreditation Specialist

IBM Chantilly, VA

• Selected candidates may not need to travel for all projects outside of their metro area. However, all… IBM

5 days ago

System Operations Center Specialist (Senior)

IBM Chantilly, VA

include: 1. Maintaining software patches for all servers 2. Build servers from bare… IBM

5 days ago

Project Manager (Engineering)

IBM Manassas, VA

will include (under the guidance of the Branch Chief and Work Order Manager) serving as the primary focal point for all engineering… IBM

6 days ago

Project Manager

IBM Washington, DC

• Distributed Tools to manage the servers such as monitoring ITM (IBM… Dependency Discovery Manager), server registration, performance tools SRM (Security… IBM

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  1. 11 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 for 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