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      Higher Logic

      Engaged Employer

      Higher Logic reviews

      Disappointed - Product Manager Higher Logic Employee Review

      2.0
      May 24, 2022
      Product manager
      Recommend
      CEO approval
      Business Outlook

      Pros

      - Specialized roles based on your strengths and lateral mobility available between teams and departments. - DEIB groups are available and do offer support. - Reduced hours during the summer months.

      Cons

      - Departments are often siloed from one another and so information is often not shared because it was perceived to not be applicable or impact certain people when it actually was. - HR likes to manage by survey and it feels as though employee feedback is not always taken into consideration. - Salary renegotiation only done once a year. - Pay under market value on average.

      avatar
      Higher Logic Response
      4y
      Hi there, Thanks for sharing your feedback with us. There is definitely an adjustment period when transitioning from a smaller company into a larger organization. You’ve highlighted some of the key points of that adjustment period: you have had an opportunity to explore specialized roles in a larger organization as opposed to wearing many hats in a smaller one. You’ve seen the ability to craft your own career with mobility between teams and departments, and you’ve seen a dedicated focus on DEIB through our Employee Resource Groups. Not to mention our Higher Logic hours in the summer! Larger organizations are able to offer these types of opportunities and resources to its people. It sounds like one of your biggest adjustments is in navigating how larger companies communicate and make decisions. As an organization, we rely on our People Leaders to share information; we also rely on you to have a conversation with members of other departments as well. This allows us to stay connected and aligned. If you need help with this approach, I encourage you to ask your People Leader for support in this area. We did utilize surveys significantly in 2021 – both for our acquired employees and for our entire global employee base. As a result, we: • Presented onboarding information to our acquired employees in consumable bites (as opposed to all at once) based on our integration schedule; • Enhanced our Total Global Rewards offerings in all three countries based on country-specific requests; • Utilized employee feedback to inform our decision to be a remote-first company. We are keenly interested in employee feedback; I recognize, however, that sometimes the decisions that are made might conflict with your specific feedback. That doesn’t mean your feedback wasn’t taken into consideration. It simply means we made a different decision based on the totality of feedback received. If you’d like to schedule time to discuss this in greater detail, please don’t hesitate to put time on my calendar. -joanna chief people officer

      Explore other reviews about Higher Logic

      5.0
      Feb 6, 2026
      Collections specialist
      Recommend
      CEO approval
      Business Outlook

      Pros

      Love this company. They provide great flexibility and there is no micromanaging. I enjoy the forward thinking, training and community offered.

      Cons

      As of now, I do not have any cons

      avatar
      Higher Logic Response
      1w
      Hi there, Thanks so much for sharing your experience! It's great to hear that our culture has had a positive impact on you. We work hard to create an environment where people feel valued, supported, and connected, so it's rewarding to know that's been your experience. We're glad you're part of the Higher Logic team, and we look forward to continuing this journey together. –joanna chief people officer
      1.0
      May 12, 2026
      Anonymous employee
      Recommend
      CEO approval
      Business Outlook

      Pros

      Remote work flexibility is a genuine perk. Management largely stays out of your way and lets you do your job, benefits are solid, and the people you work alongside are great.

      Cons

      Pay is already below market rate for the field, which is a problem on its own. Compound that with consistent scope creep — responsibilities and workload steadily increasing without any compensation adjustment, whether through added duties or reduced headcount — and it becomes really hard to justify staying long term. Leadership tends to focus heavily on mistakes rather than recognizing what's going well, which makes it hard to feel valued. Career growth is also a significant pain point. Advancement paths aren't clearly defined, and openings are rare enough that upward mobility feels more like luck than a realistic goal.

      avatar
      Higher Logic Response
      1mo
      Hi there - Thank you for sharing your feedback. I am glad to hear you value the flexibility of remote work, our benefits, and the people you work alongside. I understand compensation is important, and I take feedback on pay seriously. Our framework is built using market data to balance fairness, consistency, and competitiveness across our remote workforce. I also recognize that roles and responsibilities evolve as our business evolves. In the past two years, we have focused on providing the tools, resources, and support people need to reduce repetitive work, focus on higher-value contributions, and continue growing with the company. That evolution should come with clear expectations, meaningful recognition, and visibility into career opportunities. I appreciate you taking the time to share your perspective and will continue to look for ways to strengthen the employee experience. Please feel free to reach out if you’d like to discuss directly. -joanna chief people officer
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