D&B

www.dnb.com
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Good company, products and co-workers on the west coast. Need innovation, integration & realistic sales expectations.

  • Comp & Benefits
  • Work/Life Balance
  • Senior Management
  • Career Opportunities
Current Employee - Principal Consultant in San Francisco, CA
Current Employee - Principal Consultant in San Francisco, CA

I have been working at D&B

Pros

Great brand, loyal customers, good legacy products and good co-workers.

Cons

Slow to build innovative products. Too long to integrate acquisitions. Growth expectations for sales are unrealistic.

Advice to ManagementAdvice

More realistic growth targets. Reward reps for multi-year growth. Integrate all products. Reach out to the field for product improvements. Be innovator not reactor.

Recommends
Approves of CEO

255 Other Employee Reviews for D&B (View Most Recent)

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  1.  

    Mostly good... so long as you are willing to work hard

    • Comp & Benefits
    • Work/Life Balance
    • Senior Management
    • Career Opportunities
    Former Employee - Senior Engineer in Redwood City, CA
    Former Employee - Senior Engineer in Redwood City, CA

    I worked at D&B

    Pros

    High caliber people... slightly aggresive management. That makes a good opportunity to learn and grow.

    Cons

    Work life balance was not as good at that time... do not know how it is now.... hopefully better :)

    Advice to ManagementAdvice

    Be more realistic

    Recommends
  2. 1 person found this helpful  

    Good for a resume stop, nothing else

    • Comp & Benefits
    • Work/Life Balance
    • Senior Management
    • Career Opportunities
    Current Employee - Vice President of Sales in Short Hills, NJ
    Current Employee - Vice President of Sales in Short Hills, NJ

    I have been working at D&B

    Pros

    Stability. D&B has a very good financial model in place that assures the company hits guidence on wall street every quarter. The company is very stable.

    Cons

    Senior Leadership does not walk the talk. Bottom line. Very "Dilbert" in internal meetings, performance reviews, and advancement opportunites. If you can used to being a number and you perform well, then you will make good money there. It is a burn and churn organization below Executive Leadership.

    Advice to ManagementAdvice

    "Pay for Performance" is a Dlbert phrase for we do not what to pay you comissions or raise your salary. With raises of 15% plus for executive leadership, and 0-3% for the rest, you have created a class system. I am being asked to grade Steve Alesio in the next question. As a stockholder he and Alan Loren get a "A". As a people leader he gets a "D". Hey Steve, eat in the Cafeteria every once and while.....unscripted.

    Doesn't Recommend
    Disapproves of CEO
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