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Sageworks Reviews

3.6
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Recommend to a friend
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Sageworks CEO Scott Ogle
Scott Ogle
44 Ratings
  • Helpful (2)

    Caveat Emptor

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

    I worked at Sageworks full-time

    Recommends
    Neutral Outlook
    No opinion of CEO
    Recommends
    Neutral Outlook
    No opinion of CEO

    Pros

    Sageworks is a great place for people who are smart, driven, and have a passion for learning. The goal oriented culture helps drives you to become the best employee possible. Despite what others have said about "brain washing", a lot of the culture meetings touched upon operating principles that encourage responsiveness, attention to detail, and a sense of urgency. The company moves very quickly (when it wants to, more on that later) and is great at executing business plans. New employees are often subject to a "sink or swim" environment which some people may not be comfortable with. However, like anything in life, you always walk away from big challenges having learned about yourself and what you are capable of. Sageworks is a company that will push you to see what you are made of. If you are looking to develop in a technology company and want to work with others who are equally passionate, all the negative aspects of the company can be superseded by the team you are working with. Your personally growth at this company is exponential- if you put in the time to learn about SDLC, you can go anywhere afterwards.

    Cons

    Hard Work Gone Unrecognized:

    It's no secret that work life balance is nearly impossible at Sageworks. Although formal business hours are 8-6, employees often have to work much longer to hit tight deadlines. Furthermore, there is a very steep learning curve with many of their product offerings given their specialized financial calculations- taking the time to learn the product offerings is work that compounds on project objectives. As someone who took the time to learn and develop a product from the ground up, I was never acknowledged by any of the management team for saving a struggling product line from failing. Furthermore, my vision for the product was stomped out and resources were allocated to launching fledgling product lines with little revenue potential.

    Compensation:

    At face value, the pay is "competitive". On a hourly basis, I was making about $15/hr... The company's 401(k) plan is meager and offers little in the way of sound investment long-run investment management (high management fees from all of their ETF/Mutual Fund offerings, which have under-performed in the long-run). The implicit costs of working at Sageworks are also high- in addition to a low hourly compensation, my personal relationships suffered due to constant "on call" demands of the workplace.

    1990's Product Development Cycle

    For a company that prides itself on "moving quickly" and "execution" the company is not technologically advanced. They operate on an archaic quarterly release cycle which snowballs into a 48-hour affair... Employees are required to work from Friday at 8 am to Saturday morning between 3-4 am, then come back at 9 am for a full day of testing until 4 pm. Although there are very intelligent developers in the company, management was very stubborn to adapt to modern software development practices (a.k.a Agile Development). Additionally, the company made no use of API's and had no plans of building them going forward (despite the fact that this is the future of the industry).

    Promises made but not kept

    A "raise" and the possibility of "stock options" were being floated around for months but I never saw them... Left a horrible impression on me.

    Abrasive Leadership

    Although one of the cultural tenants of the company is that "the best idea always wins", an import footnote is missing: "only if management agrees that it's the best idea". Several times I was verbally assaulted by my manager in front of colleagues for proposing solutions to problems.

    A Lack Of Vision

    Leadership had no vision or prospects of the future. The goal of 30% growth was always pushed upon us with no clear way to achieve it.

    Advice to Management

    1. Your code base and infrastructure are the lifeblood of your company- you ought to listen to the suggestions of those who write your code and maintain your infrastructure.
    2. Don't make promises you can't keep.
    3. Acknowledge and reward your employees for the sacrifices they make for you.
    4. Stop getting in the way of intelligent people who have drive and vision. Just because you've been at the company for x years doesn't mean that you know what's best for the future. Modernize.
    5. Develop a vision and mission for the company.


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