Gigamon Reviews | Glassdoor

Gigamon Reviews

Updated June 15, 2017
87 reviews

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3.3
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Paul Hooper
59 Ratings

87 Employee Reviews

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Pros
  • Good management, great benefits, rock solid product, pay plan plus stock purchase program is awesome (in 11 reviews)

  • 3 days Free lunch and 2 days free breakfast (in 10 reviews)

Cons
  • Work life balance is pretty bad (in 8 reviews)

  • Middle Management is a mixed bag (in 7 reviews)

More Pros and Cons

  1. "Strategic Alliances"

    StarStarStarStarStar
    • Culture & Values
    • Senior Management
    Former Employee - Anonymous Employee
    Former Employee - Anonymous Employee
    Doesn't Recommend
    Disapproves of CEO

    I worked at Gigamon full-time

    Pros

    Good field and marketing team;

    Cons

    Weak leadership. Odd culture. Difficult technology.

    Advice to Management

    Keep your commitments.


  2. "Sr. Staff Engineer"

    StarStarStarStarStar
    • Work/Life Balance
    • Culture & Values
    • Career Opportunities
    • Comp & Benefits
    • Senior Management
    Current Employee - Senior Staff Software Engineer in Santa Clara, CA
    Current Employee - Senior Staff Software Engineer in Santa Clara, CA
    Recommends
    Positive Outlook
    Approves of CEO

    I have been working at Gigamon full-time (Less than a year)

    Pros

    Good place to work. All engineers are very supportive. Strong teams and work very close with each other to achieve the target on time.
    Good benefits.
    Trust on each others and this is big plus point.

    Cons

    There is always a place for improvement. Gigamon should recognized the talent and award them on time. Even though Gigamon does this but it needs to do much more professional and transparent way.

    Advice to Management

    Overall executive team is good but there is a lot more to improve in the long term project execution.

  3. Helpful (12)

    "Stay Away from Gigamon Engineering (R&D)"

    StarStarStarStarStar
    • Work/Life Balance
    • Culture & Values
    • Career Opportunities
    • Comp & Benefits
    • Senior Management
    Current Employee - Anonymous Employee in Santa Clara, CA
    Current Employee - Anonymous Employee in Santa Clara, CA
    Doesn't Recommend
    Positive Outlook
    Approves of CEO

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

    Pros

    Good benefits and decent Perks; Friendly culture in non engineering departments; CEO is a definitely a cool guy like everyone else says; Fast Moving but may be too fast to digest its own growth; Undervalued by shareholders and very highly likely to get acquired soon

    Cons

    My experiences resonate with some of the other recent reviews on Gigamon. This shows that I am not alone in this experience and many people have been affected by the bad culture in R&D and have been cornered so much that they are finally speaking up in forums like Glassdoor, where it matters.

    The pulse survey run by HR has been useless at least for R&D - While HR really tries, no employee feedback has ever been translated into actions within the R&D org. The past pulse survey results for R&D magically always showed up with good data in the Employee All Hands, but internally many engineers including most managers themselves are really unhappy and are simply afraid to talk about things internally due to fear of retaliation.

    Performance ratings were abolished couple of quarters ago and replaced with a purely discussion based feedback system. While it has cut down lot of paper work, the management has used this to their advantage and removed total transparency from this - in the back-end, it is pretty easy to figure out that people are still stacked against each other by the directors (managers have no say in this). Management has used this process to promote people who they like or *think* are performing well and directors pretty much force their ratings on individual team members to managers.

    R&D org is very cut-throat and an unfriendly environment in general. It is filled with too much politics, many low quality engineers and leaders in the organization with no clear technical direction or strategy.

    Micro-Management - It is true, most engineering directors foster and like to micro-manage with a passion - It is their major strength. It is continuing to date. The directors and senior engineering management will lie to you openly that they foster agility, innovation, collaboration, operational efficiency etc. and act as if they care about you and things have changed, but internally they are setting up a trap for you - The first opportunity they can find to blame you on something, they will without batting an eye-lid and can jeopardize your job security. All they care about is project deadlines and backlog reduction. The directors compete with each other and only focus on showcasing their org did well in metrics compared to others and they were not the ones causing a project to fail or slow down - So all these talks on innovation, collaboration, work-life balance etc, gets thrown out the door the next day.

    Blame Game is the favorite game in R&D - the directors, senior engineering management and most architects always like to throw someone under the bus. There is no accountability. If project succeeds, they take credit, if they are not moving well, someone or some team or is always thrown under the bus. Failure is not an option (Good companies value people and their skills more than the outcome of a project). Most of the revenue generating projects and teams are funded poorly, instead some of worst teams writing the lowest quality software are funded and resourced heavily.

    Status Update Hell - There are multiple status update meetings everyday - Also, there are multiple people (managers, directors, several VFT leads, release leads, project managers) asking for the same status update every day. It is outright stupid and has become unavoidable, due to general lack of trust among each other.

    Some of the directors, software architects and principal engineers are very unprofessional, behave in an uncouth way and are indeed bullies - This is unfortunately true. Some of the SW architects behave like they are part of an elite circle and look down upon others. I know personally that multiple teams, engineers and few good managers have given this feedback through pulse survey or adhoc feedback sessions many times to their superiors - yet these were the same unprofessional people who got promoted. This shows that senior engineering management simply does not value feedback and does whatever it wants to do.

    Engineering Managers are indeed useless as some other reviewers have said They have no say in anything. Even the few well meaning managers do not have the power to get anything done, since the directors and senior engineering management control every nitty gritty detail from everyday backlog, project management, resource allocation, promotion, pay, hike, hiring, backfill etc.

    Software Development processes are absurd - There are multitude of processes being forced on engineers and managers without any reason just to satisfy some quality/performance/efficiency/automation metrics. The quality of code, tools, and sw is so bad and has not changed for the better due to the unnecessary amount of time spent on useless processes created by middle and senior management.

    Advice to Management

    Get rid of the bad R&D management, SW architects and retrain the rest on how to build/retain a fantastic motivated team. Reduce competition among teams within R&D. Listen to feedback and more importantly, turn those feedback into actions within R&D.

    Reduce features, releases, remove multiple status update culture and stop with the micro-managing like old school places like IBM - maybe this will improve work life balance. Improve transparency in performance process and within senior/middle management.

     2/3rd of SW architects in R&D and 1/3rd of engineering pool has to be let go. They have had their chance/tenure and made their money. Now is the time for Gigamon to embark on a new and sold technical road-map and get better technical talent from outside, if we have to scale to next level.

    Fund all teams and resource projects equally - not just the few who rely on other teams to succeed, write bad s/w and play politics. Finally, promote down to earth, humble culture across all levels in R&D.


  4. Helpful (16)

    "Company with good potential ruined by a bad engineering organization"

    StarStarStarStarStar
    • Work/Life Balance
    • Culture & Values
    • Career Opportunities
    • Comp & Benefits
    • Senior Management
    Current Employee - Anonymous Employee in Santa Clarita, CA
    Current Employee - Anonymous Employee in Santa Clarita, CA
    Doesn't Recommend
    Negative Outlook
    Approves of CEO

    I have been working at Gigamon full-time (More than a year)

    Pros

    - Great benefits and perks for a company of this size.
    - Good salary and stock rewards provided the company does well.
    - CEO is personable, passionate and very down to earth
    - Superstar sales team make Gigamon a sales machine - they can literally sell any crap that Gigamon engineering spits out.
    - Small team sizes and hence less bureaucracy in departments like HR.
    - Great location for HQ with plenty of parking, free electric car charging and great walking/biking trails nearby.
    - Engineering releases a record number of features and s/w versions in a year like a factory due to hard working individuals despite many core problems.

    Cons

    - Engineering is very chaotic compared to other tech companies in the valley. Many low/mid-level engineers are hard workers and good to work with, but many others in higher grade level are not fit to be in SW development.

    - There are several directors of product management with 0 reports. Everyone and anyone is a director in marketing :-)

    - Zero ownership and accountability exists among engineering teams. Blaming things on others is in-grained in the culture. The more powerful team that can twist other's hands (with the backing of their architect and director) is the team that wins in the end. The other teams and projects are not resourced properly or credited even if they did a lot of work and set up for failure from the get go.

    - Teams are forced to collaborate using an agile or virtual feature team model, but reality is different - teams (including their managers) compete with each other on resources and project priorities etc., and end up working in silo's creating boundaries and never sharing knowledge or collaborating well. Some teams have an iron wall and simply toxic altogether.

    - Sub-par engineers and engineering practices have lead to a terrible S/W Architecture and Bad Quality.

    - Most Principal Engineers never code and just play scrum master/project manager roles. The few that that code are outright bad coders or don't follow coding 101 practices that are well established in the industry and cannot even scope work properly bringing down the entire team's performance.

    - SW Architects are some of the worst in the industry. Most of them ended up there due to being buddies with senior management and are just sitting there cashing checks and doing literally nothing productive or innovative. They act like bullies, cannot work well others and are absent from most technical discussions. Some outright behave like a child and have huge egos and act unprofessionally. They cannot articulate technical concepts and are poor communicators and have no vision. They do not take risks, play politics and take pride in shooting down others projects and only push their rigid ideas with the support of the senior management.

    - Middle Management is a mixed bag. Few engineering directors and managers are nice to work with and genuinely care about their team. But rest others are simply disgraceful. They are trained to just speak in keywords like innovate, collaborate etc, but nothing ever is done consistently. Some directors outright bully and manage by fear - they will do whatever it takes to succeed and step on every one else to "win" at the cost of team's work life balance. They are overprotective of their own team, but treat the cross functional members like crap. They openly berate team members in public forums and are quick to blame others for their own failures and never take responsibility. Other directors micro-manage like there is no tomorrow and do not delegate or trust anyone else to do any job.

    - Almost all Managers and Senior Managers are powerless ducks and follow marching orders from their Directors and are not empowered to even make even the simplest of the decisions. Every single action is vetted by the directors and managers have become glorified dummies. They have no say in anything - product, process or performance ratings - literally nothing. They do not even have direct control of their resources for a project - The directors and senior management even dictate which team's resource gets to work on which project, leaving managers with no choice.

    - Senior management is completely out of touch on ground reality. It is not clear if they are blindsided by the fake metrics given to them by their direct reports or they deliberately choose to ignore the actual problems. Some of the decisions and mandates given by senior management are so illogical that sometimes many folks are stumped and middle management just act like yes-men without questioning them and create additional processes just for the sake of it. They blindly trust those bad architects and don't trust anyone else and nothing they promise ever turn into actions. A good example is a mandate to automate anything and everything in SW development and make it as a gating process for committing features. But due to poor SW architecture, processes and reliance of real hardware to test most features, engineers spend a lot of time doing useless stuff that steals time away from real feature development.

    - The goals and visions set by senior management gets twisted and translated in each layer of management and creates contradicting and conflicting goals and situations. For example, one week team is told to do the right thing and not take short cuts and deliver things only when they are ready and with high quality, but next week vision changes and now team is questioned why things were not delivered and asked to scram to do whatever it takes to deliver it. This causes team members to context switch and get interrupted often.

    - Hiring and Promotion bar is very low and things like code reviews are a joke and test org is a bigger joke. Test engineers really work very hard but not smart - they are nice folks and develop lots of scripts and test breadth of things, but time and again fail to catch even the most basic customer issues even in released SW. Test managers themselves are not confident about the quality of the product based on the test results at the end of a release.

    The above is just a sample of issues in Gigamon and there are many many more that can feed into a big book on how not to run an engineering org for upcoming companies in the valley. Because of teething issues, most good R&D engineers are burnt out, have lost morale and have poor work life balance and are looking to cash out when the time comes.

    In summary, don't join Gigamon, if you want to do something innovative and enriching in your "engineering" career. Don't come here thinking this is going to be the "Google" or "Facebook" of Silicon Valley.

    Advice to Management

    - Be Decisive; Take Risks, Trust and Empower others to make decision. Stop Micro-Managing.
    - Get rid of the bullies and unprofessional people and toxic folks (irrespective of their grade level and position)
    - Hire good engineers and get rid of lame principal engineers and architects who are not adding value.
    - Keep the hiring and promotion bar high and value merit more than politics
    - Foster true collaboration and don't manage by fear.
    - Have empathy of others and improve work life balance of team and be a leader than a "boss"
    - Puts Words into Actions and take responsibility for your own failures instead of blaming team members.
    - Invest in the personal and professional development of employees
    - Stay true to the Gigamon's vision and goals and keep Gigamon a Happy place to work.

    Gigamon Response

    May 9, 2017 – Vice President Human Resources

    Thank you for this valuable feedback. As an employee, you know that we take feedback very seriously. I urge you to make sure you give similar feedback on our confidential pulse survey that is open... More


  5. "Sales Development"

    StarStarStarStarStar
    • Work/Life Balance
    • Culture & Values
    • Career Opportunities
    • Comp & Benefits
    • Senior Management
    Former Employee - Anonymous Employee
    Former Employee - Anonymous Employee
    Recommends
    Neutral Outlook
    No opinion of CEO

    I worked at Gigamon full-time

    Pros

    Competitive pay and benefits such as unlimited sick time, 401k match, and generous medical/dental.

    Cons

    Goals do not align with the field. No career path.

    Advice to Management

    Create a comp plan that will allow the team to prove their value.


  6. Helpful (2)

    "Middle Management EMEA Hit & Miss"

    StarStarStarStarStar
    • Work/Life Balance
    • Culture & Values
    • Career Opportunities
    • Comp & Benefits
    • Senior Management
    Former Employee - Sales in Dubai (United Arab Emirates)
    Former Employee - Sales in Dubai (United Arab Emirates)
    Doesn't Recommend
    Negative Outlook
    No opinion of CEO

    I worked at Gigamon full-time

    Pros

    Slight technical edge and leads market awareness in N.America.

    Cons

    Very poor leadership in some remote emerging regions summed up by the employee churn rate. Market is commoditizing with SDN players entry.

    Advice to Management

    Look to reasons why multiple people leave so soon after joining or after new managers arrive in growth markets.


  7. Helpful (12)

    "Too much middle tier manager with micromanagment"

    StarStarStarStarStar
    • Work/Life Balance
    • Culture & Values
    • Career Opportunities
    • Comp & Benefits
    • Senior Management
    Former Employee - Staff Software Engineer in Santa Clara, CA
    Former Employee - Staff Software Engineer in Santa Clara, CA
    Doesn't Recommend
    Neutral Outlook
    Approves of CEO

    I worked at Gigamon full-time (More than 3 years)

    Pros

    3 days Free lunch and 2 days free breakfast
    year end Christmas party

    Cons

    Too much middle tire manager, a long management chain cause no transparent

    An engineer usual under manage of one manager and one VFT leader, which have different interest and conflict, set the engineer in a awkward situation.

    Too much micromanagement, no respect for the engineer, last minutes notices...

    Advice to Management

    I have worked in Gigamon for more that 4 years. It is sad to see the engineering team change dramatically with more middle layer manager and less transparent. Feel no respect when facing micromanagement.

    Suggest add reviews on manager. Not only allow manager to review his team member, but also provide a way allow engineer/ team member to review his manager, even the whole management chain, which may include: manager, Sr manager, director, Sr director, VP, Sr VP...

  8. "Renewals Manager"

    StarStarStarStarStar
    Current Employee - Renewals Manager
    Current Employee - Renewals Manager

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

    Pros

    Great Place to work, great benefits, growing company

    Cons

    Going through some growing pains


  9. Helpful (6)

    "Inside Sales Representative"

    StarStarStarStarStar
    • Work/Life Balance
    • Culture & Values
    • Career Opportunities
    • Comp & Benefits
    • Senior Management
    Current Employee - Anonymous Employee
    Current Employee - Anonymous Employee
    Doesn't Recommend
    Approves of CEO

    I have been working at Gigamon full-time

    Pros

    Good compensation and benefits. CEO Paul is great.

    Cons

    If you're not in sales working at Gigamon would be great. If you're in sales not so much. Constant changes and you don't feel valued. Lack of growth opportunity and not the best environment. A lot of added unnecessary pressure that takes away from working efficiently.


  10. "Just on the edge"

    StarStarStarStarStar
    • Work/Life Balance
    • Culture & Values
    • Career Opportunities
    • Comp & Benefits
    • Senior Management
    Current Employee - Anonymous Employee
    Current Employee - Anonymous Employee
    Recommends
    Neutral Outlook
    Approves of CEO

    I have been working at Gigamon full-time

    Pros

    A great technology that could be huge with enormous potential

    Cons

    Just got to get over the growing pains and build a workable strategy


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