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Check Point Software Technologies

Engaged Employer

Technical Advisor - T2 - Technical Support Engineer Check Point Software Technologies Employee Review

3.0
Mar 2, 2017
Recommend
CEO approval
Business Outlook

Pros

-Free lunch -Fun training (before hitting the floors and troubleshooting) -Team activities\trips -Some great colleagues -Technology is awesome. Most fun i've ever supported/played with -So much to learn and puzzles to solve -Learn, learn and leave. You're doors have opened to a whole industry that's expanding. Think of it as a paid course that you have to attend. Graduate in 2 years to find another job. -I still love check point products. Best i have every worked with and will probably continue to be.

Cons

-Metrics are the worst. They don't monitor what they intend to. -Being skilled\the best will most likely not be proven in the metrics. In fact, you maybe at the bottom end -Pay is horrible -Micro management at it's finest. However, there are a couple of managers that are awesome -A lot of political games played with customers. At times i had to be dishonest to Diamond customers as i was advised. I wasn't supposed to be receiving their calls any way. -Raises are laughable. Might as well give them the money (they act like they're poor) -I have never had a manager stand up for me. Even when it was racial slurs by customers. I'm the one who got spoke to for refusing to help a customer. -When you find a better paying job, they will do their best to retain you, offer a great salary increase etc ....

Explore other reviews about Check Point Software Technologies

5.0
Jan 25, 2026
Recommend
CEO approval
Business Outlook

Pros

It was fun to work there a lot of good experiences.

Cons

No cons i can tell

1.0
May 30, 2026
Recommend
CEO approval
Business Outlook

Pros

The core responsibilities offer solid experience, and many team members are dedicated, talented, and great to work with.

Cons

Lack of HR Support: The company lacks a safe, objective framework for employee feedback. When legitimate management issues were raised to HR, no corrective action was taken. Instead, it resulted in direct retaliation from leadership, which was left unaddressed by the organization. Significant Under-Market Pay: Compensation is well below industry standards for similar scopes of work. To give context, transitioning into a comparable role at a different company yielded a 37% increase in base pay. Flawed & Inaccurate Sales Compensation: The commission and incentive structures for the sales organization are unnecessarily convoluted. This complexity frequently leads to errors in commission payouts, causing widespread frustration among sellers. Notably, these calculation mistakes are consistently detrimental to the employee and rarely seem to resolve in the seller's favor. Siloed "HQ-Centric" Culture: There is a heavy disconnect between corporate headquarters and regional teams. The culture feels highly insular, creating an "in-group" dynamic where those outside of headquarters have very limited visibility, influence, or opportunities for career progression.

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