Bentley Systems

  www.bentley.com
  www.bentley.com
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Bentley Systems Reviews

Updated September 8, 2014
Updated September 8, 2014
114 Reviews
3.8
114 Reviews
Rating Trends

Recommend to a friend
Approve of CEO
Bentley Systems CEO Greg Bentley
Greg Bentley
77 Ratings

Review Highlights

Pros
  • Good work- life balance, great colleagues, global work sharing (in 11 reviews)

  • A flexible, laid back work environment with some good people (in 12 reviews)


Cons
  • Need to watch out for overhead in middle management positions (in 8 reviews)

  • The salaries are not very good compared to similar companies (in 3 reviews)

More Highlights

Employee Reviews

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  1. 1 person found this helpful  

    Great Company! Amazing Technology!!!

    • Comp & Benefits
    • Work/Life Balance
    • Senior Management
    • Culture & Values
    • Career Opportunities
    Current Employee - Anonymous Employee  in  Exton, PA
    Current Employee - Anonymous Employee in Exton, PA

    I have been working at Bentley Systems full-time for more than 5 years

    Pros

    Bentley Software is innovative and crucial to improving Global Infrastructure
    Flexible work schedule
    Multi-cultural environment
    Very optimistic about future - the Company is improving daily

    Cons

    Excessive internal administrative procedures
    Micromanaged in the wrong areas
    Internal Procedures and bureaucracy waste time and money!

    Advice to ManagementAdvice

    Empower/Trust your Management - cease Micro-management
    Simplify Incentives - focus on compensation keyed to individual performance

    Recommends
    Positive Outlook
    Approves of CEO
  2. 8 people found this helpful  

    Turn and face the strange Ch-ch-changes

    • Comp & Benefits
    • Work/Life Balance
    • Senior Management
    • Culture & Values
    • Career Opportunities
    Current Employee - Account Manager
    Current Employee - Account Manager

    I have been working at Bentley Systems full-time for more than 8 years

    Pros

    - Bentley makes legit software that helps solve real business problems. You can feel good about what you sell.

    - Speaking for sales since that's where my experience is - there's lots of autonomy. You define what you will get done that day and how. So on the flipside there is very little micromanagement - it comes up only occasionally if the team's sales numbers are too low and your manager is getting heat. This comes up maybe 1-2 times a year and lasts about a week or two. The other 50 weeks of the year you are pretty much self-directed.

    - Job security for sales is good at Bentley. Managers tend to be low pressure. You will not have to worry about getting fired because you had a slow quarter (or 2 quarters, or 3 quarters...).

    - Good for work-life balance. Bentley is getting increasingly flexible about working from home and they don't tend to obsess over working rigid 8-5 hours.

    - There are lots of smart, talented, motivated, interesting, good people throughout the organization.

    Cons

    Bentley is an average to good place to work. It could be a great place to work but there are a few things holding it back and they are mostly self-inflicted.

    - If there's one thing Bentley is the undisputed industry leader in, it's change. Way too much change, all the time, seemingly for the sake of itself. They reorg business units, change the names, change the work processes, etc., etc. It takes everyone 6 months just to get used to the changes, but by that time senior mgt can't understand why organic revenue growth hasn't increased by 500% already so they blow it up again. The people all stay the same but the organization is in constant re-org mode and it's not only frustrating but it's a hugely inefficient use of resources. Like driving on the highway in 2nd gear.

    - Bentley is transitioning from a small company to a big company. But the 'old boys' network is still alive and well at Bentley. This is problem for a couple reasons

         1. You will find career advancement difficult. Bentley is trying to talk a good game about implementing things like talent management but for now there is no follow through. There is a talent management system but don't be fooled - it's not used. If you want to advance at Bentley you need to ingratiate yourself to someone in the old boys network. This is particularly difficult to do if you don't work in Exton because you simply won't have access to these people.

         2. SOME of the old boys (and girls) no longer add value to the organization and in some cases add negative value. They're past their prime, or they're lazy, or they're just not very competent. But they are bulletproof and they know it. It can be demoralizing to work alongside and/or for these people.

    - For being a private, for-profit company Bentley is extremely bureaucratic. At times it can make the DMV look downright nimble. You could say the tail wags the dog at Bentley. It's admin first, sales second.

    - Bentley doesn't know how to compensate its salespeople. The overall dollars are OK (understand you are trading top-level comp in exchange for job security and flexibility), but the comp plan changes every single year, it's always ridiculously complicated, and it's administered very poorly. Every single year. Ultimately you will get paid OK, but you will have a few heart attacks and/or temper tantrums throughout the year because the comp plan wasn't communicated correctly or the reporting tool is inaccurate.

    Advice to ManagementAdvice

    1. Commit to a go to market strategy for enough time (read: more than 1 year) for it to actually take root and have some effect so it can be properly evaluated and refined. Have confidence in the approach and nurture it; quit blowing it up all the time. The constant change is an unnecessary waste.

    2. Move on from the old boys network. Bentley is increasingly a distributed organization and has a lot of employees management doesn't directly interface with on a daily basis. Bentley needs to implement a proper process for managing and retaining talent and identifying the next generation of leaders. Otherwise Bentley risks losing talent and long -term the organization can't afford it.

    3. Align all business units on the basic goal of working together to generate sustainable revenue. Right now the reality is there are too many people in Bentley that are too nonchalant about slowing business transactions.

    4. Stop thinking of compensating salespeople as a zero-sum game. If you build the plan right you will love paying salespeople a lot because it means they have made the company even more money in the process. Commit to a simple comp plan that reinforces revenue-generating behavior.

    Recommends
    Neutral Outlook
    Approves of CEO
  3. 2 people found this helpful  

    Too Much Process, Not Enough Strategy

    • Comp & Benefits
    • Work/Life Balance
    • Senior Management
    • Culture & Values
    • Career Opportunities
    Current Employee - Software Developer
    Current Employee - Software Developer

    I have been working at Bentley Systems full-time for more than 3 years

    Pros

    There are some very good technical people in the company (including the founder). There is a collaborative atmosphere in smaller groups that want to make (and sell) great software.

    The company wants to be a good employer and corporate citizen, so it makes some efforts in that direction.

    Cons

    There is a lot of deadwood in upper management. These people have their jobs due to longevity (as the company has grown), and due to being risk averse and politically astute (yes-men rule!). The deadwood's influences permeate the company.

    Advice to ManagementAdvice

    Develop a company strategy. Acquiring infrastructure-related companies is not a strategy (it could be part of an implementation of a strategy...if the company had one).

    Cut back the processes (severely). Don't substitute process for strategy.

    Stop micromanaging. Top management should set the big picture direction, and let the details be figured out at lower levels.

    Invest in the businesses that are acquired, don't lose interest in the latest acquisition and go off to buy another shiny new toy.

    Treat business units as business units - give them some authority. Let them (gasp) actually make a hiring decision.

    Foster a culture where the company strategy can be openly discussed. Disagreeing with a strategic decision should not be a fatal career move. If someone is always a yes-man, he (or she) is probably not a thinker and is effectively just a clerk for the boss.

    Use the freedom you have as a private company to focus on the long-term, don't make strategic decisions based on quarterly results.

    Doesn't Recommend
    Neutral Outlook
    Disapproves of CEO
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  5. 4 people found this helpful  

    Laid back and flexible, but not great for long term

    • Comp & Benefits
    • Work/Life Balance
    • Senior Management
    • Culture & Values
    • Career Opportunities
    Current Employee - Software Engineer
    Current Employee - Software Engineer

    I have been working at Bentley Systems full-time for more than 5 years

    Pros

    A flexible, laid back work environment with some good people. Great benefits. A good place for entry level guys to get started as it has a stringent software lifecycle. Has a vision and products you can get behind and believe in.

    Cons

    Too laid back so you end up with a landing place for lazy and mediocre employees who rarely get trimmed. Pay is usually lower than other nearby comparable positions. Advancement is much easier for political management types than technical and as such there tends to be less focus on software process' and quality even though it's solely a software company. Tends to behave more like an engineering company. Therefore, once you hit intermediate level you either stay for comfort or move on for growth. Often a lot of interdiscipline politics and fighting between divisions which makes your job hard a lot of the time. Management changes work processes, policies, and internal software so often that you spend half your time working through churn.

    Advice to ManagementAdvice

    Find some processes and stick with them or at least give them long enough to garner results before blowing things up. Find a way to evaluate and remove dead weight while retaining good software people. To help this put more focus on your software process and give them some path for advancement that relies on being a great employee with skills instead of buzz word politician. Many groups seem to be 50% management.

    Recommends
    Positive Outlook
    Approves of CEO
  6. 1 person found this helpful  

    marketing

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

    I have been working at Bentley Systems

    Pros

    open environment, friendly and helpful people

    Cons

    for an intern, theres no intern training program

  7. 2 people found this helpful  

    Fighting the Good Fight

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

    I worked at Bentley Systems for more than 10 years

    Pros

    A lot of belief in the many products, and the future of each and every one of these products. Most people care, and try to help out as much as they can. Diverse company. Great benefits as part of the employment package

    Cons

    Sometimes they try to act like they are Adobe, other times they are still a company owned by 5 brothers. Too many decisions depend upon senior management blessing. Policies often get in the way of productivity.

    Advice to ManagementAdvice

    Delegate and trust.
    Continue to rationalize the price book, and reduce the number of products

    Recommends
    Positive Outlook
    No opinion of CEO
  8.  

    Very Satisfied

    • Comp & Benefits
    • Work/Life Balance
    • Senior Management
    • Culture & Values
    • Career Opportunities
    Former Employee - Product Management  in  Exton, PA
    Former Employee - Product Management in Exton, PA

    I worked at Bentley Systems as an intern for less than a year

    Pros

    They are very accommodating and are invested in the satisfaction of their employees

    Cons

    The town is a little small, and you must be very interested in the software.

    Recommends
    Positive Outlook
    Approves of CEO
  9. 1 person found this helpful  

    Great privately owned company

    • Comp & Benefits
    • Work/Life Balance
    • Senior Management
    • Culture & Values
    • Career Opportunities
    Former Employee - Account Manager  in  Exton, PA
    Former Employee - Account Manager in Exton, PA

    I worked at Bentley Systems full-time for more than 5 years

    Pros

    Privately Owned, Nice atmosphere, Family friendly

    Cons

    low comp, certain management not easy to work for

    Recommends
    Neutral Outlook
    Approves of CEO
  10. 8 people found this helpful  

    Good people, good benefits, poor process and decision making at times

    • Comp & Benefits
    • Work/Life Balance
    • Senior Management
    • Culture & Values
    • Career Opportunities
    Former Employee - Sales, Technical Sales, Product Management  in  Exton, PA
    Former Employee - Sales, Technical Sales, Product Management in Exton, PA

    I worked at Bentley Systems full-time for more than 8 years

    Pros

    The people at Bentley are, for the most part, very friendly and helpful. Bentley definitely promotes a "family" atmosphere with it's employees, sometimes to its detriment. I found advancement opportunities to be there for those with strong industry backgrounds and ambition (I was promoted 3 times in 7+ years at Bentley). After my first promotion, I found the salary structure to be on par with the rest of the industry, perhaps a small bit lower, but overall a good experience.

    Cons

    Lots of, long tenured, "deadwood" middle management with little to no specific industry related experience for their positions. Marketing for some industry segments and product lines was literally non existent. Too many man hours lost to laborious process, LONG conference calls, and having "doers" reporting to "deadwood" middle management. In short, the "doer" to "deadwood" ratio was 180 degrees from what it should be in an industry leader. With 4 separate verticals (Civil, Geospatial, Building, Plant), and hundreds of applications/solutions in the overall portfolio, Bentley tends to be a "Jack of all trades, master of none" as it lacks a specific focus. The sales compensation model was confusing to say the least, and was more and more unachievable every sales quarter over 7 years it seemed.

    Advice to ManagementAdvice

    Hire or promote people with industry experience to management positions when dealing with a specific industry. Too many middle managers that have been relocated to other industry segments within Bentley with no industry background, specifically in sales. It cost quite a few sales in the group I worked in for 7+ years. Make the sales compensation model more fair and more simple for Account Managers. Many good sales people were lost from feeling slighted by the sales comp model.

    Recommends
    Neutral Outlook
    No opinion of CEO
  11. 4 people found this helpful  

    Great experience, not so great pay.

    • Comp & Benefits
    • Work/Life Balance
    • Senior Management
    • Career Opportunities
    Current Employee - Director of Sales  in  Exton, PA
    Current Employee - Director of Sales in Exton, PA

    I have been working at Bentley Systems

    Pros

    Experience is at a premium with Bentley. It's both good and bad. You are thrown to the wolves, but if you swim, not sink, its a good experience.

    Cons

    If anyone can actually figure out the compensation plan, they probably have a PHD from UPenn. Corporate goals and employee compensation are completely misaligned.

    Advice to ManagementAdvice

    Don't change your entire go to market every 6 months. There is no way to actually measure results when you don't have any historical data to go off of.

    No opinion of CEO

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