Telenav – Sunnyvale, CA
We are looking for a full time Senior Software Engineer who is interested in programming C++ in iOS/Android/Linux environments and maintain/implement… Telenav
Telenav – Detroit, MI
• Foster deep relationships with key decision makers at target customers • Maintain excellent insights into customer product strategy, market… Telenav
Telenav – Dallas, TX
• Develop and lead the lead business relationships with targeted Asian car makers • Foster deep relationships and win the support of all key… Telenav
- Work/Life Balance
- Culture & Values
- Career Opportunities
- Comp & Benefits
- Senior Management
I worked at Telenav full-time (More than a year)RecommendsNegative OutlookApproves of CEORecommendsNegative OutlookApproves of CEO
The base pay is slightly below the market salary for a given profile and position, but the benefits are much better than what most Silicon Valley companies have. Benefits include: Paid Vacation, Health, Dental and Fringe Benefits. Free lunches on Thursdays and free dinners if you are staying late shows that the company does care for it's employees. Other freebies include: Fruit Guys on Mondays, Wednesdays and Fridays; Food Trucks on Tuesdays; Happy Hours on Fridays; and monthly LomiLomi Massages.
The Product Management Team is really good and knows what makes a good product, great. The Program (Project) Managers are really competent and a recent external Director-level Consultant has streamlined the Project Management process, with introduction of Work Breakdown Structure (WBS), and improved execution efficiencies.
The work spaces (cubicles) are spacious and well-lit. The new campus is well located with easy access to Bayshore Fwy (US 101) and Central & Lawrence Expy's. The Caltrain Shuttle Stop, to Mountain View and Lawrence Stations, is less than half a block away.
Of late, the Marketing Team has taken over Product Management which means, more of talking and less of doing. Experienced Product Managers are being sidelined. Nepotism and favoritism is bit rampant. Development Centers in China are bloated and are not held accountable for poor quality of work that gets sent back. On the other hand, US Team Members are held responsible for failed deadlines and poor estimation. All this led to the premature departure of a Top Executive who was actually hired to make things right.
The employee attrition problem has become so bad that that Friday's are known as "Who's leaving" Day. Hiring a new Vice-President for Human Resources has not helped because they have failed to recognize the cause of mass departures. Retention programs have primarily focused on paying more rather than fixing problems. An improving job market and companies paying way above market salary hasn't helped either.
Advice to Management
Have a well defined Bonus Incentive Program. Create an Incentive Program and publish it. Given that company's shares have not been doing well in recent times, do not incentivize employees using Options and RSU's. Nothing works better than cold cash.
Hold Managers and Directors accountable for failures and recognize them for achievements. Collective accountability is good as long as it boost's morale. Do not penalize the entire team for single individual's failure. Recognize that natural attrition is not working for the company. Good Engineers are leaving and those left behind are the bad performers.