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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 (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

119 Other Employee Reviews for Bentley Systems (View Most Recent)

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  1. 9 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 (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
  2. 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 (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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