Found 40 of over 118 reviews
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Top Review Highlights by Sentiment
Excerpts from user reviews, not authored by Glassdoor
- "At ground level there are good people to work." (in 8 reviews)
- "Opportunity to innovate, Excellent Work Culture" (in 8 reviews)
- "good work life balance" (in 6 reviews)
- "Good culture and values, innovative and working very hard in creating a bigger market space in S&OP." (in 6 reviews)
- "Flexible timings which looks good who utilises it properly." (in 5 reviews)
- "Worst Development Management poor in technical simply people management and politics." (in 9 reviews)
- "Again depends on couple of good managers whom you report to." (in 5 reviews)
- "Too much of politics." (in 4 reviews)
- "The technology is advancing very quickly so there have been a few challenges with customers but the team also seems to be able to work hard and overcome these challenges." (in 4 reviews)
- "Heavily custom solution and extremely old technology set." (in 4 reviews)
Reviews about "people"Return to all Reviews
- 5.0Mar 3, 2016Anonymous EmployeeCurrent Employee
The company has a history of innovation that rewards people willing to do what it takes to create market breakthroughs. Already recognized by Gartner as a leader in Sales & Operations Planning, the company launched its next-generation planning platform in October 2015, powered by the same Silicon Valley technologies that underlie high performance platforms such as Google, LinkedIn and Facebook, to turbo charge planning speed and scale. While the company is putting processes and people in place to manage its transition from an 'S&OP only' company to a company driving broad planning innovation, management is inclusive in involving people at all levels of the organization in this transformation. This is a place for people who want to immerse themselves in a meaningful endeavor, not a place for people who just want a 'steady job.'
Some employees holding on to "the way we used to do things" can create negative vibes. New talent coming in can rally support, but there is the need to address those resistant to evolving along with the company. The company solves strategically important problems for market-leading companies, so sales cycles can be long (although this is the case in many companies selling enterprise solutions.)8Steelwedge Software Response8y
Your review is thoughtful and much appreciated. We are working diligently to think outside of the box in terms of process, so we can achieve greatness, transitioning away from the "the way we used to do things" mindset.
- 1.0Jul 7, 2016Senior Software EngineerFormer Employee, more than 3 yearsHyderābād
Nothing is good. They can hire and fire you any time. Good thing is CTO & founder is out (he has no idea as to what he is doing technically). Best CEO, good background, He built very good marketing team, but unfortunately product failed technically because of former CTO mistakes (tried all technologies without knowledge & with out changing old code), Bad technical design. Good place to learn politics.
Worst product management team ever seen, they dont know about product. they dont know what they are doing. Worst Development Management poor in technical simply people management and politics. Worst dev managers & leads they dont know about technology but they are technical leaders. (e.g .Net guy leading java developers, sql leader for java developers, Weblogic administrator lead java guys) Worst testing ever seen, always try to create more politics. Lot of technical never share the information for newly joined persons especially who are staying more than 7,8, 10 years. All technical guys already left the company because of old employes, they will not share any information and management also encourage those people and retain if they are resign, management not encourage who working professionally. CTO & founder is out is good thing, but still we have other who are staying 7,8, 10 years with out technical knowledge they dont know latest technologies.17Steelwedge Software Response8y
We are sorry that your time with us was unsatisfactory. We feel that we are transitioning in the right direction and recent customer wins and current customer upgrades are validating our progress in becoming the industry leader in end-to-end supply chain planning. We do realize that transition and change are not for everyone and we wish you the best of luck in your future endeavors.
- 1.0Jun 22, 2016Anonymous EmployeeFormer Employee
They give you laptop one the very first day with no USB access
Everything is dependent on your manager and managers are not trained for people management. No Onsite opportunities. Very bad leave policy. No cab facility If you get late.12Steelwedge Software Response8y
We realize that we are not a great fit for everyone and are sorry that your time with us was not satisfactory. Thank you for your feedback.
- 2.0Dec 15, 2015Anonymous EmployeeCurrent Employee
S&op is a very strong market and they are in garners magic quadrant Good people. Fast paced. Good marketing organization Nice location
Product development hasn't produced as expected . Haven't met growth objectives or expectations Lots of employee turnover especially in sales.2Steelwedge Software Response8y
Thanks for noting the good people who work here, and your appreciation of our Marketing team. Also, we love that you placed our fast pace as a positive -- we strive to attract people who enjoy working with a sense of purpose and urgency. As we executed on our transition from an "S&OP-only" company to a broader mission that encompasses S&OP as well as other planning imperatives, we did experience a good deal of turnover in our US sales team. Fortunately, we were able to expand our EMEA-based sales team and in the US have been able to attract top-level sales talent with fast-paced drive and a deep commitment to being a strategic part of this next phase of our growth.
- 1.0Jun 26, 2016Senior Implementation EngineerFormer Employee, more than 5 yearsHyderābād
At ground level there are good people to work. Big existing customers Have new platform Very few good people in CXO positions
No Vision Struggling with sales from more than a year Previously company used to think about value to customers. Now it is more of milking the customers. New CEO never understands the ground realities and doesn't have any trust on employees. CEO takes quick and dynamic decisions, consider view from couple of people, out of which few are new and others just respond for the personal gains. So many times these decisions backfire. Decisions change a lot faster, people just need to run around those.11Steelwedge Software Response8y
Steelwedge is transforming itself to be the leader in end-to-end supply chain planning. We have had multiple new customer wins and our existing large clients are upgrading to our latest product platform. Transition can be hard for some and our high performance culture is not the best fit for everyone. We appreciate your feedback and wish you the best of luck in the future.
- 1.0Mar 17, 2014Senior ConsultantCurrent Employee, more than 3 yearsHyderābād
good clients, and niche and nice domains, few committed people aspiring to work by the books and yield good results to the company. if all the right resource are pulled together, the company has a great potential to lead the market, but is not "as professional" yet
the product has basic functionality issues which is causing the dissatisfaction of many customers who are using the product. The solution is a great solution and an extremely flexible one. There is a lot of attrition going on in the company shattering the minds of all the employees because of a said drop and not meeting in financial targets. not a great situation to be in since it speaks about a lot of unsaid things. lot of politics. people are fired very easily and conveniently8
- 1.0Mar 25, 2016Anonymous EmployeeCurrent Employee
Good medical and dental benefits Some passionate people -- grab ahold of them because they won't last!
* Waste of talent The company's rather unique idea of getting the best deal out of new hires is to capitalize on the initial honeymoon period when they're giving 150% of effort. Once you are settled in, buh-bye! The cycle then repeats for the next batch of hires -- unless you're being grossly underpaid where it's still a great deal for them to retain you, in which case you should leave on your own anyway to get a 40% pay raise at, like, any other place. * Lack of support to those on the front line The high churn-rate means very few people have holistic or in-depth knowledge of the product. We're either dealing with new people who aren't familiar with the system, or veterans who don't get to survive till this day by being, well, entirely open and forthcoming. Either way we get fed BS. This makes the lives of those of us who directly interact with customers extremely difficult, as it's virtually impossible to get a straight answer of anything when we're being helplessly grilled by the customers. * Waste of VC fundings Let's rent and furnish a new office in a tech hub, hire some people, then fire all of them in a couple of months and shut down the office, with zero productive outcome to show for! Those poor people moved with their family and kids and were quickly out of a job. Go on, spin it and rationalize it for me on how all of the workers were 'non-performant' or 'won't adapt to new ways of doing things'. Hello, it was a new office which you just opened. Who hired them in the first place if they sucked so badly? And after a few months you thought the whole thing was a bad idea? Superb foresight and planning! To the VCs who poured money into this sinkhole, I hope you're feeling good about how your money is being spent. At least you got to party at five-star hotels in SF with them. Oh, you weren't invited? * Head-in-sand attitude towards problems I'm actually glad they're posting those fake five star reviews laced with corporate doublespeak. They are the perfect proof of how problems are dealt with at this company: pretend everything is fine, label independent thinkers as 'poor fits', fake everything publicly to cover up all the crap underneath. Don't kid youself with the so-called 'open door policy' -- you'd just publicly make yourself a target of an expedited exit. They want rubber-stampers, yes-men, death march followers, not leaders or critical thinkers who have standards. People ain't dumb, we know your schtick. See the surge of people sneaking into meeting rooms or outside the building to takehe surge of people sneaking into meeting rooms or outside the building to takehe surge of people sneaking into meeting rooms or outside the building to take private phone calls? Hint: they aren't talking to their beloved sickly grandmother. The ship is sinking fast and we are looking to get off. May God have mercy on the sucker who even entertains the preposterous notion of acquiring this hopeless company.16Steelwedge Software Response8y
Thank you for your input.