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SAP Concur Reviews

Updated January 16, 2018
687 reviews

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SAP Concur President Mike Eberhard
Mike Eberhard
69 Ratings

687 Employee Reviews

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Pros
  • Work life Balance is important to management (in 107 reviews)

  • Great people and supportive environment (in 49 reviews)

Cons
  • style of work culture does not help work-life balance (in 19 reviews)

  • After the SAP acquisition, things became a lot more "corporate" rather than the small company feel it had before (in 22 reviews)

More Pros and Cons

  1. "Intern Experience"

    StarStarStarStarStar
    • Work/Life Balance
    • Culture & Values
    • Career Opportunities
    • Comp & Benefits
    • Senior Management
    Former Employee - Software Development Intern in Bellevue, WA
    Former Employee - Software Development Intern in Bellevue, WA
    Recommends
    Positive Outlook
    Approves of CEO

    I worked at SAP Concur (More than a year)

    Pros

    As an intern they provide lots of fun activities as well as opportunities to learn.

    Cons

    Some opportunities to learn are only offered once and sometimes you are too busy to attend them.

    Advice to Management

    Send more emails about opportunities for interns to learn such as speeches and lectures.


  2. Helpful (1)

    "Prospective Market Development Reps Beware"

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

    I worked at SAP Concur full-time (More than a year)

    Pros

    >> Supportive direct management and great co-workers
    >> Free LaCroix, soda and juice
    >> Incentives/Competitions; although the extra monthly competitions use to include AMEX gift cards and more appealing prizes now you maybe earn a coffee or free lunch.
    >> Great benefits through SAP, 25 days of PTO, although in this department it's looked down upon if you utilize your available PTO and because you're quota based you feel too much pressure to enjoy your time off.

    Cons

    *** FACT: The Market Development department has had over 100% turnover in 2017. If you're curious why continue reading reading. ***

    >> Excluding direct management, the directors within Market Development run their department with a "Hero to Zero" mentality if you are not the top performer that month you aren't even worth making eye contact with (when they even make an appearance on the floor which is maybe once every other week to once a month).

    Directors run their meetings like camp counselors, playing loud music, cheering while you walk into the meetings until they drop bombs on the MDRs discussing new processes that make your job more difficult and rolling out unattainable goals to make it impossible to hit your quota.

    At first, this "Camp Counselor" leadership style and over the top unauthentic speech is appealing you eventually realize they are constantly speaking to you like children and have no true respect for you as a career professional.

    Don't ever believe you have a chance to move into a leadership role within the Market Development department. Directors lead MDRs on; whom are more than overqualified, been with the company for multiple years and proven themselves worthy of leadership roles; to think that they have a chance at the roles opening up within the MDR department and then hire externally or in different departments because again, they have no respect for MDRs as career professionals, with one exception, a 23year old that they gave a manager position too because one of the directors had a personal relationship with that MDR.
    ** Note: Management just handed that MDR the management position without considering any other prospects or making it available to any applicants**

    - - It's also been discussed that employees applying for internal roles outside of the department have been sabotaged by directors approaching the hiring department telling them not to hire that MDR because they are a top performer and want them to sit in the department and make them more money till they're burned out and leave - -

    :: Also, there's a "rule" that you have to sit in seat in the Market Development department for at least 1 year before being eligible to move throughout the company. No this is not in your job contract or discussed throughout the interview process you find this out after you're hired and stuck. ::

    >> Now to discuss the job itself... you are a telemarketer that can be replaced and rotated out, because of the massive turnover they're seeing in the department and to consistently help fuel the sales pipeline they were changing up their processes in 2018 to become even less strategic and disconnected to the sales team. Starting in 2018 you have 25-50 reps assigned to you with now specific territory, you just upload lists into the auto dialer system and pray someone will be willing to take 10min out of their day to speak to your sales staff.

    You have call center metrics you have to meet every day and if you don't meet them you are interrogated on the reasons why you didn't meet them that day. The micromanaging is absolutely out of control, there's no faith in you that you are a professional that can do your job and run your business properly. This job requires no relationship building just endlessly calling prospects to see if they have 10min to learn about Concur and passing off anyone who says yes to the Sales Exec assigned too the account then getting back on the phones to find another prospect to say yes.

    ::: Warning: DO NOT TAKE A SMALL BUSINESS POSITION although the direct manager seems great and doing what he can to make the most of that segment, the goals are wildly unattainable compared to the Inbound, MidMarket and National segments. With the consistent failure, the directors put pressure on this segment and constantly question the failure to meet quota when the quotas are near impossible to hit. :::

    >> Unfortunately, because of the way that the directors have built this department and treat their employees you see valuable workers losing belief and confidence in themselves and their abilities. It's also quite obvious that this has spread to other departments so moving internally throughout Concur is becoming more an more difficult. It's heartbreaking to see these great overqualified employees being so discouraged and leaving the company after buying into the "Concur dream" because there truly is value in this company, just not in the Market Development department. There are people that have taken massive pay cuts and steps down in their career to buy into this dream and leave lost, beaten down and regretful they ever left their previous job to become part of this department.

    Advice to Management

    Advice for Concur's CEO: Clean house of the hirer up directors, they've become so involved in their own egos they are completely disconnected to their employees and this department's needs. ** Take note this does not include direct managers who are doing a great job at dealing with these directors ** Their leadership style is not up to the standard of Concur's culture and it's not only disappointing but harmful to this company.

  3. Helpful (6)

    "If you're a fast-moving, high performer, Concur might not be the best fit for you right now"

    StarStarStarStarStar
    • Work/Life Balance
    • Culture & Values
    • Career Opportunities
    • Comp & Benefits
    • Senior Management
    Former Employee - Anonymous Employee
    Former Employee - Anonymous Employee
    Doesn't Recommend
    Positive Outlook
    No opinion of CEO

    I worked at SAP Concur full-time

    Pros

    Company growth - They have created a great suite of products and services. There are many untapped markets in the world. There is also a great potential to grow their existing client business. It doesn't take much to capitalize on it. It's just a matter of having the right people "on the bus" to maximize returns for SAP shareholders.
    Culture - Very inclusive, friendly and warm place to work. Lots of great people (don't confuse this as all of them are the best candidate for their respective jobs). Can be fun. Most teams have autonomy to innovate.
    Work/Life Balance - Most managers allow working from home some or all of the time (for the right people).
    HR - Their HR team seems to be a solid group of competent professionals, despite the recruiting arm leaving much (all) to be desired.

    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.

    Advice to Management

    SAP should audit all Concur employees (especially mid-level leaders) as overall it doesn't appear they are getting their money's worth. Start with re-organizing all of recruiting as that will make or break your talent pipeline.
    Stop restricting hiring to only internal candidates (if you want to get to $2B in revenue in 3 years, that math doesn't work). It's about as productive as giving a blood transfusion to yourself.
    Stop telling employees in mass that "everyone is great." Leaders, hold your people accountable for not performing, not being good people managers, or missing deadlines (especially those that slip by months to a year).
    You're going to be successful in the next 2-5 years regardless of what you do. The point is, you could be a lot more successful, while inspiring your employees at all levels to do their best work. Everyone's heart is in the right place. It's about being comfortable enough as a leader to be critical of yourself, your people, and making sure you have the best people in all the right roles. You have the right framework. You just need to be honest with yourself and want to change. You got this! You no doubt can realize the awesome you aspire to be.


  4. Helpful (1)

    "Senior Regional Sales Executive"

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

    I worked at SAP Concur full-time (More than 8 years)

    Pros

    Great culture even during continuous growth. Fast paced environment with opportunity for career advancement.

    Cons

    Not many to speak of. Must be open to change since it's inevitable.


  5. "Intern"

    StarStarStarStarStar
    • Work/Life Balance
    • Culture & Values
    • Career Opportunities
    • Comp & Benefits
    • Senior Management
    Former Employee - Intern - Hourly in Bellevue, WA
    Former Employee - Intern - Hourly in Bellevue, WA
    Recommends
    Approves of CEO

    I worked at SAP Concur (More than a year)

    Pros

    the culture and people were great, and the tasks were enjoyable. Work/life balance

    Cons

    Company is growing, SAP ownership changes things


  6. "Market Development Represnetative"

    StarStarStarStarStar
    • Work/Life Balance
    • Culture & Values
    • Career Opportunities
    • Comp & Benefits
    • Senior Management
    Former Employee - Market Development Representative in Minneapolis, MN
    Former Employee - Market Development Representative in Minneapolis, MN
    Doesn't Recommend
    Negative Outlook
    No opinion of CEO

    I worked at SAP Concur full-time (More than a year)

    Pros

    Great culture. Some of the people I worked with in the last year are amazing! Nice office. Unlimited soda/coffee/LaCroix options. They cater in food all the time.

    Cons

    Although the job description states that the role is for a Market Development Representative position, you are really an overpaid Telemarketer. The truth is this role consist of cold calling prospects 8- hours a day with the sole purpose of setting appointments for Concur's Regional Sales Executives to follow up with potential new business. The practices that Concur uses to reach out to prospects is the biggest reason I left. You will be forced to mail merge/email blast thousands of new prospects, then follow up with them via telephone. Emailing these prospects constantly, calling them constantly, leads to a ton of rejection. They implemented new software to cut down on the email blast earlier this year, but with limited to sending 250 emails a day, they switched back to the "spray and pray" mentality. Get used email merges, daily, sometimes reaching out to 10K people at a time. It seems like they don't care about saturating their territories with constant emails.

    You must perform well in the Market Development Representative positions for a minimum of 12 months prior to being looked at going into any other role; in those 12 months, you must be hitting 100% to goal each month or you WILL NOT be promoted. That simple. The goals keep getting higher and higher because they want to get to 1 Billion in revenue by 2020. This is constantly preached.

     This position is best suited for someone straight out of college, very flexible with work hours (some reps work 6:45am - 5:30pm daily), no kids, and live close to the St. Louis Park location. A large number of the current MDR's do not like the position at all, but are working hard to possibly be looked at to be promoted down the road.

    Advice to Management

    Leadership shares a "it's never good enough type mentality". Leadership has their favorites within the group and they make that known. If you're doing well, leadership will give you time and attention. Management must inform people interested in this role what it's really like, not just talk about the incentives of working there (free soda/catered lunch) like they did in my interview.


  7. "Great Company"

    StarStarStarStarStar
    • Work/Life Balance
    • Culture & Values
    • Career Opportunities
    • Comp & Benefits
    • Senior Management
    Former Employee - Intern in San Francisco, CA
    Former Employee - Intern in San Francisco, CA
    Recommends
    Positive Outlook
    Approves of CEO

    Pros

    Great people and work culture. Balance between laid back and serious.

    Cons

    Company is getting very big.

    Advice to Management

    Keep doing what you are doing!

  8. Helpful (2)

    "RSE"

    StarStarStarStarStar
    • Work/Life Balance
    • Culture & Values
    • Career Opportunities
    • Comp & Benefits
    • Senior Management
    Former Employee - Rse
    Former Employee - Rse
    Doesn't Recommend
    Neutral Outlook
    No opinion of CEO

    I worked at SAP Concur full-time (More than a year)

    Pros

    Cool office, cool city. Good budget to pamper yourself with food, wine, hotels, Starbucks, etc. Basically unlimited budget for expenses.

    Cons

    Overworked, underpaid, lots of coolaid. High school clique feeling. Good if just out of college. They want you to suck up to all the partners big time so good luck having any life out side of work. Specifically they want you to live in the ADP offices which is notoriously a joke and scum bag org.


  9. Helpful (4)

    "Great company that’s a victim of its own success."

    StarStarStarStarStar
    • Work/Life Balance
    • Culture & Values
    • Career Opportunities
    • Comp & Benefits
    • Senior Management
    Current Employee - Senior User Experience Designer in Bellevue, WA
    Current Employee - Senior User Experience Designer in Bellevue, WA
    Recommends
    Neutral Outlook
    Approves of CEO

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

    Pros

    People actually work together to solve problems. I’ve never had resistance from anyone when I ask them to help me understand an area of a product. There is a culture of everyone pitching in to help each other out. Working from home or remotely is never a problem. Pay and benefits are excellent. They truly do believe in focusing on the user and solving problems for them. As a UX Designer, I’m completely empowered to design the product to meet customer and user needs, not development needs or management’s whims. Everyone looks to the design and research teams to create the right user experience for the products.

    Cons

    The company has grown quickly without much oversight on their infrastructure. As a result, it is all being rebuilt from the ground up, which is slow and painful. At the same time, execs are pressed to release new and improved products quickly to increase sales and meet market expectations on revenue growth. But the products are so large and complex, and there are so many interdependencies, it’s difficult for teams to know just what steps need to be taken to insure a product or feature is successfully built. The result is a constant push from above to speed things up, and resistance from below to ensure mistakes aren’t made and people don’t get burnt out.

    Advice to Management

    Keep doing what you’re doing and supporting us to make the best products and services we can as efficiently as we can.


  10. "Solid Company"

    StarStarStarStarStar
    • Work/Life Balance
    • Culture & Values
    • Career Opportunities
    • Comp & Benefits
    • Senior Management
    Current Employee - Vice President Sales in Chicago, IL
    Current Employee - Vice President Sales in Chicago, IL
    Recommends
    Neutral Outlook
    Approves of CEO

    I have been working at SAP Concur full-time (More than 10 years)

    Pros

    Great culture, solid management, fair cop., good work life balance, treated fairly by SAP management.

    Cons

    Exec management turnover has had effected the culture in a negative way. Not as many bought in employees as in the past.


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