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Avature Overview

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Huntersville, NC
201 to 500 employees
Company - Private
Enterprise Software & Network Solutions
$10 to $25 million (USD) per year
We develop a highly flexible enterprise SaaS platform for worldwide talent acquisition and talent management, chosen by +650 companies.

Our global team of +500 (based mostly in Buenos Aires and Madrid), works in an energetic and creative environment, where ... Read more

Mission: We create an extremely configurable platform used by global organizations to recruit new hires and manage employees. Our objective is to build solutions that are powerful, intuitive, and performant, and we’re looking for talented people to join our team.

Avature Reviews

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Dimitri Boylan
29 Ratings
  • "Sales"

    • Work/Life Balance
    • Culture & Values
    • Career Opportunities
    • Comp & Benefits
    • Senior Management
    Current Employee - Sales in New York, NY
    Current Employee - Sales in New York, NY
    Positive Outlook
    Approves of CEO

    I have been working at Avature full-time (More than 3 years)


    - Dynamic Company, start-up feel but privately held and profitable
    - Software platform is best in class, always improving with 2 week release cycle
    - A lot of opportunity for growth. New management positions are created monthly and internal mobility is heavily promoted
    - global company so lots of diverse people and cultures
    - Great customer base with tons of Fortune 500 companies


    - have share of growing pains but very manageable and indicative of rapid growth

    Advice to Management

    keep it up!

See All 51 Reviews

Avature Photos

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Avature Interviews



Getting an Interview

Getting an Interview




  1. Helpful (1)  

    Software Engineer Interview

    Anonymous Interview Candidate in Madrid (Spain)
    No Offer
    Negative Experience
    Average Interview


    I applied online. The process took 2 days. I interviewed at Avature (Madrid (Spain)) in March 2018.


    The process began with a personal interview with a person from the People team. She was very kind and did a great job making me feeling comfortable. The duration of the interview was quite long (around 2 hours) but very interesting in terms of the given information and the questions she made, with time to speak about myself.

    After this 1:1 I was asked to solve, at home, a technical exercise using an online platform called Codility. The platform works very well in terms of stability and features, but I think that it is too much for an interview. The platform measures EVERYTHING, even in which second you change something, if you are in the Codility tab or have changed to another, when you test your solution, when you submit it, etc. It puts a lot of pressure on you knowing that everything about how you code is being measured. I suppose that it was also recorded.

    Apart from that, the exercise consisted of 3 tasks, each one slightly more difficult than the previous one. They were programming exercises related with algorithms and data structures, with a limit time of 2,5 hours to solve all three. It wasn't my best shot but I think that I solved correctly 2 of the 3 tasks, leaving the more difficult blank because I was out of time.

    I submitted the exercise and the day after I was communicated that I did not continue in the process, with no information about why. It was kind of disappointed as I thought it was good enough to deserve a defense call or meeting, but I didn't have opportunity to explain why I solved the problems that way or what I felt during the test.

    I wrote back, very politely, asking for more information regarding why I failed so miserably, with silence in return.

    I think that the technical process of Avature Madrid is broken, and they have to polish a couple of things:

    1) Having that the 1:1 with the People person was OK, with a lot of info and care with the candidate, I thought it will be the same if the process was not successful. Candidates deserve to know its errors and why they failed, or why they did not fit the position.

    2) Doing a programming test without a technical 1:1 is not enough to screen a candidate, and the same the other way around. Both things could give a lot of information about a person technical background, when only one could give false positives or negatives.

    3) Codility test was too much, puts a lot of pressure over the candidate, raising the nervous state to the max, avoiding a relaxed situation in which you can think and achieve the best solution. I think these kind of tests are obsolete, they are very prone to false negatives and positives, and a technical 1:1 with questions and debate plus a programming test with no time pressure nor this NSA-like surveillance is more accurate in order to measure a candidate knowledge. But, obviously, is easier to check the results from the platform than review carefully the code written individually, looking for something aside from the correctness of the solution.

See All 16 Interviews

Avature Awards & Accolades

  • Top HR Product of the Year, Human Resource Executive, 2008
  • Cool Vendors in HCM, Gartner, 2010
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