Compare Microsoft vs Optimizely BETA

See how Optimizely vs. Microsoft compare on employee ratings, job openings, CEO approval, business outlook and more.
Microsoft company icon

Microsoft

Optimizely company icon

Optimizely

Employee Ratings

Overall Rating
(full-time and part-time employees only)
Overall Rating
(full-time and part-time employees only)
4.2
(based on 21236 reviews)
Overall Rating
(full-time and part-time employees only)
3.7
(based on 154 reviews)
Career Opportunities
Career Opportunities
4.0
Career Opportunities
3.2
Compensation & Benefits
Compensation & Benefits
4.1
Compensation & Benefits
4.0
Work-life balance
Work-life balance
3.9
Work-life balance
3.9
Senior Management
Senior Management
3.7
Senior Management
3.5
Culture & Values
Culture & Values
4.1
Culture & Values
3.7
CEO Approval
CEO Approval
Microsoft Ceo Satya Nadella
97%
97%Satya Nadella
CEO Approval
Optimizely Ceo Jay Larson
74%
74%Jay Larson
% Recommend to a friend
% Recommend to a friend
88%
% Recommend to a friend
66%
Positive Business Outlook
Positive Business Outlook
84%
Positive Business Outlook
60%

Salaries

Salaries for similar jobs
Salaries for similar jobs
Software Development Engineer5821 Salaries
$120,859/yr
Program Manager2082 Salaries
$125,249/yr
Director217 Salaries
$183,677/yr
Salaries for similar jobs
Software Engineer25 Salaries
$129,269/yr
Product Manager2 Salaries
$142,714/yr
Director1 Salaries
$203,584/yr

What Employees Say

Pros
Pros
"Work life balance"(in 2625 reviews)
"Smart people"(in 1896 reviews)
Pros
"Work life balance"(in 12 reviews)
"Great culture"(in 12 reviews)
Cons
Cons
"Work life balance"(in 1318 reviews)
"Review system"(in 535 reviews)
Cons
"Growing pains"(in 20 reviews)
"Career growth"(in 9 reviews)
Featured Review

Current Employee - User Experience Researcher

I have been working at Microsoft full-time for less than a year

Pros

I'm not sure how jazzed I would be working on other teams at MS, but the team I'm on is basically my dream job. I'm about a year in and I'm thoroughly enjoying the creative, supportive atmosphere and... ample opportunities to network and gain research experience.

Cons

Given the specific work I do, I have been told that we tend to get paid less than similar roles at other companies. I have they to verify this for myself.

Current Employee - Software Engineer

I have been working at Optimizely full-time for less than a year

Pros

Career growth has come into focus in engineering, and this seems to be driving technical results. Management is responsive to problems right now. Unfortunately that means that management didn't... architect the workplace to prevent those problems. Maybe it's architected better now.

Cons

Not competitive with salary and TC (total compensation) in a tight job market. The reason to work here is because you want to focus on personal growth and leave the office on time. Developing... software here is extremely painful right now but we're headed in the right direction. Management is creating space to increase velocity. This is a pro for a driven worker. Senior engineering team is a mixed bag in terms of social skills. Some people are great, some people are hard to interpret and this causes problems. I think there is a problem with premature judgment which is a problem common among senior technical staff -- but you can train for this. Current employees with options still have approximately no vested incentive to stay. Options are proven worthless at this company for anyone who can't stay here for an unlimited amount of time to IPO, and that's IF the company ever does an IPO. All employees should calculate their options as worth $0.00 based purely on precedent of talent that has arrived and left with 0 return. If you want to retain talent -- RETAIN TALENT. It's cheaper.

Advice to Management

Review salaries on a faster cadence. Get rid of pay variation within job role bands and pay at the top of each job role pay band for companies in your class. Your TC (total compensation) is... low and it hurts the ability to attract talent. If everyone in each band makes the exact amount of the top of the band, your high performers will work hard on bigger projects to get promoted. This doesn't even cost that much in terms of net engineer lifetime at the company. If you want to reward performance, give out pure stock and one-time bonuses, not incremental raises. This heavily simplifies pay bands and the net cost is bound by the lifetime of that employee in that pay band anyways.

Job Postings