What are perks and other benefits like at Sprinklr?

Remote 100%, great benefits, some truly kind and helpful people in the SC org, and a possible acquisition target

SKU sprawl, flawed pricing model leading to increased competitive threats from both smaller market / lower cost alternatives & legacy giants defending market share. Biggest issue - it's barely operated as a cohesive SaaS product; it's really just a custom development in a fancy wrapper of LOTS of Sales guys with a podcast. Now: Unknown who's in charge there - over the last 8 months, the whole leadership team got fully swapped out for a horde of salesforce and servicenow "thought leaders". a lot of hot air and hot takes. Since the global layoff in Feb 2025, a significant number of absolutely CRITICAL people for the success of the any possible future other than acquisition or complete evolution. Wild that it is public somehow.

It provides great work environment with amazing employee benefits and immense opportunity to grow. The timings are pretty flexible and they promote a culture of "easily approachable managers and senior leadership"

I have not yet encountered any cons apart from the fact that they have changed their bi-annual increment cycle to annual.

1. Compensation and Benefits Sprinklr offers fair compensation, and its benefits are competitive with those typically found in the tech industry for similar sized companies. Although the compensation package is standard for tech companies, it's appreciated for its alignment with the industry. 2. People One of the most rewarding aspects of working at Sprinklr was the opportunity to collaborate with a team of incredibly talented and passionate people, particularly those who have been at the company for 4+ years. These tenured employees truly brought out the best of the company culture. They had an immense sense of commitment and shared knowledge that was invaluable. However, for those with less tenure, the experience can often feel disconnected from the company’s values and there is no longer the same look for cultural fit in candidates as there once was. 3. Headquarters Sprinklr’s beautiful headquarters in NYC is an impressive space, and for those fortunate enough to host clients in person, it provides a wonderful backdrop for collaboration. 4. Autonomy and Impact In my role, I appreciated the autonomy and trust placed in me to handle client accounts. This level of responsibility allowed me to build meaningful relationships with customers, directly impacting their success with the platform. 5. Collaboration There is a genuine sense of collaboration within the team. People are always willing to help each other and contribute to customer success in meaningful ways. This spirit of teamwork remains a strong point for the company. 6. Former Leadership Previous leadership at Sprinklr genuinely cared about the employees who made the organization successful. The team valued the institutional knowledge of tenured members and recognized them as integral parts of the company’s foundation, while also bringing in new, fresh perspectives for balance. There was a time where this synergy was strong and appreciated. 7. ERG Programs Sprinklr’s Employee Resource Groups are commendable in their efforts to promote inclusivity. However, these groups are significantly underfunded, and many employees struggle to balance the demands of leading an ERG while managing their day-to-day responsibilities. As a result, many ERG leads have left due to burnout. 8. Product The product itself is truly amazing. Sprinklr's platform has immense potential and is a powerful tool for customer experience.

Terrible New Leadership: The new leadership team brought in will run this company to the ground. They do not understand the complexities of the software, therefore didn’t realize the value of customer success. No one from current leadership came from an organization where customer success was a deep part of the strategy. Customer Success: At Sprinklr, Customer Success truly are the ones who maintain the day-to-day relationships with customers. They understand pain points the customers face in their business and with Sprinklr. They are the ones who identify opportunities from the start, as well as risks through daily analysis, early warning signals, and more. Unfortunately, Customer Success was the biggest function impacted during a recent 15% (over 500 employees) layoff. It’s baffling that just weeks after this mass reduction, there was a surge of job openings for new Customer Success Managers. This raises serious concerns about the company’s understanding of the value these roles bring—and was incredibly hurtful to those impacted, knowing Sprinklr was replacing experienced professionals with less seasoned candidates. Routine Layoffs: Layoffs happened routinely at Sprinklr—around 2-3 times per year. Everyone was in a constant state of stress and worry, not knowing if they would be next. While historically, leaders had more say in who they kept, in recent times, it was reported that a third-party made the selections. This led to many people with similar tenure and pay being impacted, while others were not. The process was confusing and unjust. Additionally, many pregnant women and people on medical leave were impacted. Account Pod Structure: The new COO implemented the "Pod Structure," where each CSM was aligned with one AE. The challenge here is that they were not equal, leading to situations where a CSM had 3-4 AEs. Within most "account pods," sales did not join weekly team meetings or, if they did, didn’t approach them with a customer-centric mindset. It was incredibly misguided for leadership to believe that Sales could handle the day-to-day care of customers. Sales rarely joined customer calls either. Unhappy Customers: Customers were no longer as satisfied with Sprinklr as they had been in years past. To be successful on the platform, there was a massive investment required in additional professional services, premium support, and more. After leaving, I had several former clients reach out to share their frustrations, including an inability to get responses to emails from Sprinklr. Churn became a constant battle, and the reasons why were glaringly obvious. Unfortunately, leadership wasn’t listening, instead spending time on unclear and misguided initiatives, like "Operation Bear Hug." Growth Opportunities: Growth opportunities were virtually nonexistent at Sprinklr for the most part. The most deserving employees over the years were consistently passed up for well-earned opportunities. In fact, someone recently promoted into an enterprise role had zero experience in that area, having come from the advertising side of the business. Lack of Work/Life Balance: The majority of employees over the past 2-3 years were unhappy—overworked with no clear strategy or vision. This lack of clarity only added to the stress, especially with initiatives like "Operation Bear Hug" that left everyone scratching their heads. Treatment of Employees in India: The pressure on colleagues in India was overwhelming and unmanageable. They were expected to be available at any time, even into the early morning, with little to no recognition. Special mention to the Product Managers, who truly deserve the utmost respect for their hard work. Lack of Diversity: There were already very few women leaders of color, and with the recent layoffs, many were impacted across Success, Value Teams, Professional Services, Solutions, and more. Now, only a handful of women leaders of color remain, and they’ve been left to carry the burden of representing "anything women-related," even though they are all that's left. Toxic Leadership Culture: Historically, Sprinklr prided itself on the saying, "People never forget the way you make them feel." Unfortunately, this has not been the case under recent leadership. It has been traumatizing to witness how Sprinklr has treated some of its employees. Examples include the sudden layoff of a tenured leader to downsize layers out of the blue, employees being demoted or asked to shift roles due to a sudden shift in vision from an ELT member, and many more. The lack of transparency and consideration in these decisions is mindblowing and can turn any employee from an advocate to detractor.

Good pay, remote work, good benefits. Social and Marketing products are competitive.

Despite the pay and remote, I would not recommend joining this company in any of the Implementation teams. The overall culture within these teams is unhealthy and demotivating. Leadership, at various levels, lacks key competencies and emphaty. The professional learning as an implementation consultant is limited and very difficult to leverage in the external job market. Social and Marketing products are very strong, but Service platform is not reliable. Ways of working in client projects are disorganized and the work-life balance is often poor.

Good pay and overall benefits good perks

No work-life balance and career development

Great benefits, perks and learnings

Sometimes you have tight deadlines

Great pay, good benefits. Lean team so you learn a lot in the process

IC are talented but most new managers in Ops don't know how to run a company and have little to no skills

1) Lots of learning, specially as a fresher. 2) Experience Product Ownership. 3) Complete and total meritocracy. 4) Decent pay, specially as a fresher.

1) Work culture is below average. This is quantitatively in terms of team bonding, leadership, job location, work-life balance and other office perks and benefits. 2) 10+ releases every year keeps developers on the edge. 3) Obsessive unhealthy competitive environment among the individuals (sometimes even in the same team) causing lack of team spirit and impacting growth mindset.

Good pay and okish benefits.

Not so good managers, and frequent leadership changes

Good pay, benefits, HR policies

Poor team culture and is the complete opposite of Sprinklr's culture. Fear is what they seek giving a typical government job vibe. You gotta fear your supreme leader to be able to do well. You will hear leaders say 'kauf acha hai' (fear is good in hindi). I literally kaufed my lungs out when I heard it the first time (pun intended). Run by people who have very little experience and are kids, so to speak. The boss will act like they own you. This team is run like a startup and a poor one at that. All team members are micromanaged. There is an army of directors & associate directors who ultimately act like team leads without much power to run their own teams. The designations are namesake as they are mere postmen/women carrying messages to the VP and back. Your ability as a leader will be in how fast you can get the message from your direct reports and back. No wonder these mid-level managers also promote the toxicity, because their jobs are dependent on pleasing the VP. They'll also bring their army of cousins who act like spies and report back. As much as this sounds dramatic, it is no less than a Cold War movie. There are regional conflicts but this cold war setup involves India and US. An interesting one to watch with a good bowl of popcorn for movie time but not for the ones entangled in this mess. The regional leaders keep fighting it off and you play your part in the trenches wishing your way out of it. You'll have a culture shock when you join this team. The role can be a trap cause all you be doing is technical support. Troubleshooting product issues which are plenty. Although there is a support team, you will be an intermediate translating all technical details to the client. That's 95% of your role as product success. Advise: Join any team but Product Success in Sprinklr. This is not a place you wanna be at to build a career. Although the pay is good, your relevance in the job market will drop unless you move to a customer success role, which again becomes a challenge because your experience will be that of technical support, assuming customer success is a role you want to be in.