Nutanix Reviews

Pros

Nutanix is a one of a kind; they value their customers as much as their employees and offer solutions/products/services that make true impact everyone. CULTURE, Leadership, People, Happy Customers, Always Learning, Brilliant Engineers and Developers

Cons

No cons, seriously. Be ready to work hard but expect to learn, grow, and bust out of your comfort zone!

Pros

Great Product! Does what it states it does and has a fairly robust growth into other areas of product.

Cons

Culture is not great. Micromanagement from the top down. Integrity is an issue with management. Would not work for the commercial organization.

Pros

Good learning, work on latest cloud/virtualization technology, talented team ( this is changing quickly as all good people are leaving the company).

Cons

Poor people management and terrible micro-management with no consideration for people's time or emotions. All the managers are either directors or Sr. directors with only individual contributors reporting to them.

Pros

Benefits are amazing and unlimited vacation.

Cons

There is no cons for me right now.

Pros

More relaxed management, they really seem to understand that it takes a year to bring in business. Lots of autonomy Lots of teams internally to assist in closing a deal Unlimited time off, stock purchase program, 401k, very good healthcare

Cons

Little to no training. Deep portfolio with no training on any of it. Little to no help for new reps. Too much information posted internally with no easy navigable way to get through it for what you need. Lack of interest from market due to the pandemic Most business comes from existing customer base, so if you’re given a patch with low spend commercial customers it’s impossible to hit quota

Pros

Best health insurance in the industry. Very good PTO policy. Great co-workers (but they're quitting at a high rate). Core product is rock solid.

Cons

Terrible sales leadership. The company is trying to become profitable and cutting costs everywhere. No marketing budget, no raises, low salaries, commission plan designed to minimize pay, vacant positions going unfilled, etc. They go out of their way to create complex comp plans with all sorts of traps to prevent paying you. You constantly feel like you’re haggling with them for your pay. You don’t get paid on this product, that renewal, only paid 10% of this order, etc. They short change you, jip you, and cheat you at every turn. I’ve seen numerous reps capped on big deals. Reps would close a big win, and the leadership team would arbitrarily decide how much the rep ‘deserved’ to be paid on the deal, and would unexpectedly cut the expected commission in half or more. When the rep complained, they pointed to some random clause in the the overly complex comp plan. Everything they pay you in commissions is discretionary and they’ll straight up not pay you. Reps from their ‘people team’ comment here on Glassdoor under negative comments that if someone has a concern they should take it to their skip level manager or to HR. Well, I’ve seen two people take legitimate concerns to HR, real concerns regarding ethics and fairness, and within weeks, both of them were put on a ‘Letter of Concern’ which is the first step towards being fired. But of course, the timing was pure coincidence and had nothing to do with their brining negative feedback forward. I don't think they actually want your ‘honest feedback’ and I think HR just has the back of the management team. We have a ‘Culture Amp’ survey and people are encouraged to give real, honest feedback to leadership. We were told it was anonymous, but it wasn’t. They eventually admitted it wasn’t anonymous and everyone was annoyed by that. How do you tell people a survey is anonymous when it isn’t? The sales leadership pulled us onto a call and took the 4 biggest common concerns the sales team had on those surveys and basically ridiculed us all for having those concerns and said they had no merit. Why ask for our concerns when you just deny that they have any merit and mock us for it? Only 15-20% of frontline AM’s are hitting goal in the commercial segment. The lowest percentage I’ve ever seen anywhere in my career. Of course, the leadership team tells us our goals are incredibly low and blames it on reps being lousy. But they hired the reps, so does that mean they’re bad judges of talent? I think people aren’t hitting goal because they don’t want to pay us and the goals, territories and comp plans were designed to keep payroll down. They spin low numbers of frontline Ams at goal by saying '50% of our TEAMS hit goal' but managers have different goals than front line AM's, so that's very deceiving. If you interview, ask what percentage of front-line AM's hit goal - it's very low. Out of all the reps on our team, no fully ramped AM has hit their annual goal in the past few years. I don't think any SE's on our team have hit either. Looking back over the past 6 quarters, only 2 fully ramped AM's on my team have hit goal in one single quarter - much less for the year. They tout their company sales success, and point to the earnings calls, but if the sales numbers are so great, why are so few AM's hitting quota? Companies that celebrate big sales numbers at the executive level while high percentages of their front line AMs aren't hitting goal, are greedy and to be avoided. I don’t like to rant, but everything I said above is true. This is from my experience in the commercial segment, maybe other segments are different - I don't know. Talk to people that work here and they’ll confirm it. If you have other options, don’t work here. It will just end up annoying you and being a 10-15 month stop on your resume. If you do decide to give it a try, just understand what you're getting into. I'm on my way out, as are most other top performers here. I've never left a company due to poor leadership, but I guess there's a first time for everything. These folks are killing the company.

Pros

Product is great, really ahead of competition. If you have actual experience with IT infra, you'll quickly realize that NTNX really does address a lot of pain points (it's not just marketing). It's great to believe in the mission of the company and know you're actually helping customers. NTNX is no longer a small startup so it's lost a bit of that small company/startup feel. However, there's plenty of opportunity to grow and move into different roles. Depending on what team you're on, promotions can be difficult to come by but overall comp is good and star performers are well rewarded (monetarily as well as with career development opportunities). Exec visibility and support is easy to get. There's a lot of freedom given to define your own OKR's and work on your own initiatives. Like anywhere else, your overall experience will be determined by your direct manager and your own initiative as well as the trust and reputation you build. Benefits are great. Corp IT systems and resources are great as well. There aren't a lot of hindrances to doing your job.

Cons

We're in a transition period with a number of key early employees leaving. It's unclear what the company will look like culture and leadership-wise over the next few years. Not quite as laser focused as before on the product front.

Pros

The BEST health insurance you will ever have (100% Nutanix paid) Lots of autonomy for self-directed, ambitious people Plentiful professional growth opportunities for hungry people The new CEO seems strong & is committed to improving diversity & inclusion

Cons

Some teams don't play nicely with others Majority of employees are white or Indian Very few women and people of color represented at the exec & board level Work life balance is hard with global timezones & if you do not draw boundaries