Mission: We provide flexible business solutions that help clients scale and adapt quickly.
Agiloft is an award-winning provider of agile business software trusted by more than 3M users at Fortune 100 companies, startups and public sector organizations worldwide. One of the fastest growing companies in Silicon Valley, it has recently won a number of industry awards including a gold Stevie award for platform as a service, best contract management system from PC Mag and Infotech’s best value for money for its Service Desk application. Five-star rated on review sites like Gartner’s Capterra, Agiloft is also the only company with the confidence to provide an unconditional satisfaction guarantee on both software and implementation services.
We provide flexible business solutions that help clients scale and adapt quickly.
As a trusted solution provider and partner, help organizations become more agile with applications that work the way they do.
At Agiloft, we believe it is essential to align our interests as individuals and as a company with those of our clients. Our values reflect this fundamental belief.
Honesty, integrity, and respect are at the core of all we do. Our actions are guided by an ethical sense of doing the right thing. We treat everyone – colleagues, clients, and partners - with respect.
We take ownership and deliver on our commitments to all stakeholders – internal and external. We hold ourselves accountable and assume responsibility for all our actions.
We orient all our actions towards the needs of our clients. We pride ourselves on engaging with them, understanding their needs, exceeding their expectations, and ensuring they are delighted with their Agiloft experience.
We are focused on continually improving our operational performance to drive business performance. We will always strive to deliver quality products and services in the most efficient way.
Equal Employment Opportunity Employer
Agiloft is an Equal Employment Opportunity Employer. We do not discriminate against employees or job applicants on the basis of race, religion, color, sex, age, national origin, mental or physical disability, veteran or family status, or any other status or condition protected by applicable Federal, State and Local laws, except where a bona fide occupational qualification applies. This policy extends to all aspects of the employment relationship, including but not limited to recruiting, interviewing, job assignments, training, compensation, benefits, discipline, use of facilities, participation in Company-sponsored activities, termination and all other terms, conditions and privileges of employment.
Agiloft CEO and founder, Colin Earl, is a software industry veteran with over 25 years of experience as a developer, product manager, and CIO. Colin worked at IBM, General Electric, and three start-ups before founding Agiloft in 1991. His vision was to accelerate the building and deployment of enterprise business applications by removing the need for manual coding. Under his leadership, Agiloft has achieved this goal, creating a market segment for agile business software. Colin's focus is on growing a world-class team and aligning the interests of staff, partners, and customers. He has an engineering degree from Imperial College, and moved to Silicon Valley in 1986.
With over 20 years of experience managing and supporting software products and custom solutions, Patricia leads the Sales team at Agiloft. Her broad experience includes senior managerial positions in software development, technical support, project management, and release management. Patricia's previous employment includes the U.S. Census Bureau, Claritas, Inc., Etak, Inc. (acquired by Sony Corp) and Tele Atlas. She has a B.S. in Mathematics with extensive course work in Computer Science from the University of Maryland.
Bridget has over 20 years of experience in Silicon Valley high tech firms, including working with enterprise customers to guide their process automation design, designing program enhancements, and managing and developing implementation staff. At Agiloft she manages the professional services and documentation teams, training programs, and support for partners and resellers. She graduated Summa Cum Laude from Yale and has a Ph.D. from City University of New York.
Richard brings over 30 years of engineering experience in AI, Decision Support, and software development to his role as Vice President of Engineering. He has previously worked with companies such as GM, HP, Procter & Gamble and Adobe and is now helping drive Agiloft's mission to create enterprise software that accelerates business processes and helps merge data silos. He holds an M.S. degree in Computer Science from San Jose State University.
Brandon brings over fifteen years of experience to his role as Director of Partner Relations at Agiloft. His experience includes C-level positions in the technology, education, and non-profit sectors where he was responsible for forming and expanding strategic partnerships that established nationally recognized educational technology products and services. He has a double major in Economics and Latin American Studies from the University of California at Santa Cruz.
I have been working at Agiloft full-time
Flexible schedule, opportunity for advancement, dynamic product
Growing pains, initial time to get up to speed is 6 months to 1 year
I applied through a recruiter. The process took 2 weeks. I interviewed at Agiloft.
Took 2 aptitude tests (total of almost 3 hours) + multiple calls and emails with a recruiter only to be forwarded to...nobody in particular. The recruiter (who approached me for the role) waxed lyrical about how my experience would be suited and commended that I passed both aptitude tests with excellent results on the first try HOWEVER upon calling me for the 3rd, 4th and 5th time implied gaps in my resume (simply geographical, nonewhatsoever to do with applied skills) that would require me to aim for lower positions and lower pay, while reminding me that this company was on par with Microsoft. To add insult to injury, I was asked several times what my last compensation was - absolutely shocking, my alarm bells went off and I thought "Their recruitment process is not aware of AB168?" - which is ironic, because despite being discriminated for not being local I was aware of local legislations.
Not wanting to waste the effort already invested, nor to be rude, I enquired what the interview process and next steps would be - who will see my resume? What is their designation? When should I expect a call? How many interviews will there be? Surely you would not expect a seasoned business development professional to not ask these questions; we do it for a living! I didn't get any straight answers, my resume was submitted to "next round" and everything fell silent. No replies to my email. Finally, my call was answered and I was told that a "manager" who saw my resume rejected it because I had 90% marketing experience and only 10% sales experience.
If your initial resume screening couldn't deduce that a certain candidate was not suited for a role, and you are asking unethical questions, you may need more help in HR than in Sales. In case you haven't heard of employer branding, time to read up!