SAP Concur Reviews

Cons

Must have a strong technical apptitude and love to dig into issues to find solutions

Cons

- No longer a startup culture
- Transit commuter friendly, but expensive parking if you drive your car.
- Located In one of the most expensive living areas in the Northwest.

Cons

1. High Expectations

Expectations to perform and hit quotas are expected with such a competitive salary/comp structure. Shouldn’t be too much of a surprise to anyone interested in a sales role.

2. Change

Systems, processes, and personnel change often but that’s expected considering the nature of working at a tech company. Getting into a rhythm will take extra effort but overcoming obstacles in this role will prove to be extremely valuable experience that you will carry with you throughout the rest of your career.

Cons

-Company culture was strong at one point, but as the company grew fast the culture took a hit.
-Salary is below other software companies in the area.
-There is a boys club that showed favoritism to those that were personal friends.

Cons

Lack of broader understanding of the travel products as core is focused on entirely different business units/verticals.

Cons

- Sometimes hard being a marketer inside a sales organization
- Still work to be done on getting tools and processes where they need to be

Cons

Tons of turnover, Inexperienced Management, They tell 40+ employees that they can all advance after 1 year while also hiring externally

Cons

The Market Development team has gone through a roller coaster of management in the past 2-3 years. The current regime has caused a severe downturn in morale, productivity, and trust in the process, and unfortunately Concur as a whole.

The rest of the managers have a lot of potential, but are forced to abide by upper management's leadership style. The major issue that I ran into was that I constantly was being talked to like a child rather than a working professional. An awesome pro of working for Concur was their benefits including 25 days PTO, however if you take a vacation, and do not hit your goal (which is astronomically high, while only increasing) you will be chastised. In fact, some were asked "do you really think you should take that PTO over Christmas with how your month is going?"

The job itself is difficult enough, cold calling is difficult enough. The job of leadership is to be selfless, to be a part of the grind, and to MOTIVATE people, rather than showing up late, leaving early, taking constant PTO, but then belittling their employees when they want the same (or similar) freedoms.

You will also need to be in seat for a minimum of 1 year, while attaining the high quota consistently to be eligible for a promotion. Elsewhere in the organization it is based on merit and production for a promotion, however in Market Dev the leadership (primarily directors) were more worried about hitting their own numbers, and how much you can help pad their pockets than your career development. They will do whatever they can to keep the top performers on their team to help themselves, rather than helping you progress in your career within Concur.

One final con: At Concur, and now SAP Concur you are a part of an incredible organization that strives to change businesses and lives of their employees as well as yours as an employee of SAP Concur. In Market Development, you are told NOT to attend the all hands meetings, the team celebration lunches, etc. because that time is better suited with you on the phone. This completely secludes the MDR teams from the bigger picture, and thus makes you feel like nothing but a number

Cons

SMN Marketing has struggled with poor leadership and high turnover for years, and unfortunately the trend is still going strong. The leadership lacks basic marketing principles and will challenge your morals and lie to achieve the results they want. More than two dozen employees have come and gone from that team in a matter of a few years and you will be next if you decide to join the ranks.

Cons

Recruiting has been known to lie - There are countless examples of people who were lied to about their title/level and their next move in company. Backwards titles complicates this further. This coupled with much of my other feedback lead to great employees either leaving the company, or leaving and coming back (which the CEO, SVPs, and many other leaders have done). When it comes to hiring your own team, people managers have to do the majority of searching for candidates (provided they want to assure they get the best person for the role).
Most mid-level leaders are afraid of and/or avoid confrontation - Bad to mediocre employees aren't disciplined, and over-achievers aren't reward commensurate of their impact. I'm not sure anyone has ever been put on an action plan (let alone fired) at the company, which makes those that are (below) average at their job think that they just have to wait to be promoted. Leaders try to contain over-achievers by promising a bright future if they just wait, then offer you everything you want(ed) when it's too late. Senior leaders lift up concerns about employees, so do said manager's people, and yet no material corrective action is taken resulting in their great employees moving on. Wrong or right, this gives the perception that managers are more concerned with being everyone's friend and are happy with where they are, so they state that "everyone here is great" to make things easier vs having tough conversations or potentially ruffling feathers by having some on a faster track than their peers.
Top down management style - A lot of mid-level to senior leaders don't take constructive criticism well from their employees. They get the majority of their direction from senior executives, then generally tailor to what their plan was, which delays or fractures career promises (moving targets). They no doubt mean well, but don't seem to realize that if they are authentic 98% of the time, employees are still left guessing when the other 2% is occurring (and if they can truly rely on them for their best interests). Additionally, when you ask them why overall company projections or a product launch deadline were missed, you tend to get boilerplate excuses.
Seniority can breed complacence - The most people I've ever seen in a company that have been there for the majority of their career. That's generally a good thing, but many of these people don't have a competitive background for their position that one would expect from an SAP/leader in technology. Diversity (including in professional experiences) is a good thing. A lot of the leaders that have been with the company for the majority of their career likely wouldn't be at the same level at any other comparable company, and many didn't go to school for what they are doing. Perhaps they realize this, so they never leave, and are fine with mediocre employees on their team as it won't challenge their position in company. Because many haven't worked at other major companies, they don't know any better, generally given false positive reviews on their managers and for Concur as a best place to work. Little to no value is given for having advanced degrees (nor do leaders encourage their employees to pursue them) as the company seems to think consulting companies and annual conferences are the only thing needed to help with on-going education efforts.