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St. Bernard Software Overview

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San Diego, CA
51 to 200 employees
2006
Company - Public (SBSW)
Information Technology
$10 to $25 million (USD) per year
Unknown
St. Bernard Software rescues networks and data from all sorts of disasters. Doing business as EdgeWave, the company provides security software and network appliances that guard against data loss, network attacks, unsolicited e-mail, and Internet abuse. Its 6,500 clients come ... Read more

St. Bernard Software Reviews

1.6
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Recommend to a friend
Approve of CEO
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Louis E. Ryan
1 Rating
  • "Mediocre Employer at Best"

    Star Star Star Star Star
    • Work/Life Balance
    • Career Opportunities
    • Comp & Benefits
    • Senior Management
    Former Employee - Sales in San Diego, CA
    Former Employee - Sales in San Diego, CA
    Doesn't Recommend

    Pros

    descent work life balance because I press the issue. Otherwise, HR is not very willing to discuss unless there are a litany of management sign off.

    Cons

    You can not trust one word that comes out of any of managements mouths. They're all too busy positioning with senior management and brown nosing. I'm not going to go into all the gory details but I would encourage you to keep looking for a better job. With all the wasted energy here with all the back stabbing and back biting, you will be better served elsewhere.

    Advice to Management

    grow a spine.... oh that's right, you can't because you're all turds.

See All 4 Reviews

St. Bernard Software Interviews

Experience

Experience
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Getting an Interview

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100%

Difficulty

3.0
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  1.  

    Director of Software Quality Interview

    Anonymous Interview Candidate in San Diego, CA
    No Offer
    Positive Experience
    Average Interview

    Application

    I applied in-person. The process took 4 days. I interviewed at St. Bernard Software (San Diego, CA) in November 2009.

    Interview

    My initial contact with the company was a cold call to the hiring manager. He was very receptive and available to talk about the position. After some initial discussion about qualifications, I submitted my resume on-line and the hiring manager had the HR person contact me.
      The first formal step of the interview was a general phone screen with the HR person. This consisted of the general background questions to clarify previous job experience. It also included a rating of technical knowledge. I was asked to rate my level of expertise on a scale from 1 to 10 regarding various technologies used by the company. I answered these as accurately as I could.
      In the next step, the HR person called back after a couple of days to schedule an on-site interview. I was scheduled to meet with 3 people in the development and test team plus the hiring manager for 1/2 hour each. As far as I could tell, the interview process was not formal or coordinated. Each person had a set of topics to discuss. The interviews were very interactive and the interviewers made a positive impression about the work environment. The discussion with the hiring manager was very conversational (likely because most of the technical information was vetted in earlier interactions). At the end of the interview session, I was informed that there were other candidates that they were interviewing over the next week.
      In a follow up phone call with the hiring manager, I was informed that they found a candidate with direct technical experience which I did not have. He was very direct in informing me which eliminated any questions or nagging concerns about hiring for this position.

    Interview Questions

    • How do you hire for your team?   1 Answer
See All 1 Interviews

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