LogRhythm – Boulder, CO
• Assist in creating the next generation of the most satisfied SIEM customers on the planet (we have a >95% renewal rate). • Cohesively work with… LogRhythm
LogRhythm – Boulder, CO
We are seeking a Support Services Engineer to join our team at our corporate office in Boulder, Colorado. We support nearly 1000 global customers who… LogRhythm
LogRhythm – Boulder, CO
LogRhythm is looking to bring on a Java Developer with a focus on building real-time processing applications that will be a core member of a team… LogRhythm
- Comp & Benefits
- Work/Life Balance
- Senior Management
- Culture & Values
- Career Opportunities
I worked at LogRhythm full-time (More than 3 years)Doesn't RecommendNegative OutlookDisapproves of CEODoesn't RecommendNegative OutlookDisapproves of CEO
The people there are some of the most dedicated, hard-working, creative, out-of- the -box thinkers, smart, I've ever worked with.
The new offices are swank with a large open floor plan, good size cubes, a ping-pong room, an in-house gym, big windows, high ceilings...
And the perks are decent. They bring in weekly massages, acupuncture, yoga, free food (lunch) on Fridays, 25 cent vending and free soda.
Logrhythm is in its awkward teenage phase. Acne, braces, all elbows and knees tripping over and running into things. They had a very large and fast growth spurt and their body (infrastructure) has not yet caught up with the growth. Plus they haven't yet figured out who they want to be when they grow up- much less how they are going to get there.
High expectations to do more with less (less people, less time, less resources) are the status quo. Unless your manager is one of the "chosen" few that tow the company line, you will never see an influx of resources or help, and will be blamed when goals aren't met. The family environment that existed when I joined is no longer company wide- it remains in a few groups that work very hard to maintain it.
Much of the company is openly hostile towards the sales organization. Permeating mentality is that they are "over-paid prima-donnas, who never play by the rules and anger/frustrate everyone they ask assistance of-usually with outrageous last minute requests." The few sales team members in the office bear the brunt of that hostility every day. Management expects the sales reps to be both sales people and their own admins. That oxymoronic mind-set doesn't set them up for success. The sales org just went through a major shift/reorganization from a hands-off approach to a highly processed, micro-managed methodology. Sales ops itself also went through a major reshuffle and now is combining with the CRM (renewals) group. .
It's an extremely male dominated organization. Very few women there. No formal orientation and training program. Many people have quit when forced to learn as they go. Several departments do not have built in career paths for growth. It's like they want you to stay right where you are, doing exactly what you are doing for as long as possible. There is no work/play balance. 75% of the employees don't have back-up so they end up working on their vacation.
They recently switched to a "flex-time" model- mainly I think to zero out the unpaid vacation pool of funds. (Prospective buyers care about that). Flex-time is great in theory. You can take whatever time you want off (assuming your manager approves) AND as long as the work still gets done. If you don't have a back-up to your position or responsibilities you end up working during your vacation.
The company showcased in the recruiting video? I always wanted to work there at that company, but never felt like I really did. The company is becoming very political and a has an underlying very cut-throat "my stuff is more important than your stuff" vibe. I did not find that conducive to collaboration.
Last thing - compensation. At one point the employees were very competitively compensated. Stock options, participating in the profit sharing program, raises, etc. Profit sharing no longer exists unless you are a director or above, or you manage people. Raises are standardized to coincide with their new official review program on a yearly basis. Gone are the days of receiving a $10k raise because you made a game-changing decision for your group.
Be sure you do your research for reasonable average salaries for your skill set and experience. LogRhythm has lost many candidates and has trouble attracting candidates in multiple technical areas because they low-ball the salaries.
Advice to Management
You want to go public? Maybe you should have some members on your team that have actually gone through and understand that process.
Reinstate that open-door policy. There were a lot of closed doors.
Be ok with ideas and comments that contradict what you think you know. You never know where the next great idea will occur. Don't you want your team and organization to be an environment where ideas are freely shared and where resentment doesn't have anywhere to fester and grow?