Jul 13, 2023
Cognyte reviews
4.1
85% would recommend to a friend
Elad Sharon
87% approve of CEO
83% positive business outlook
Cognyte has an employee rating of 4.1 out of 5 stars, based on 322 company reviews on Glassdoor which indicates that most employees have an excellent working experience there. The Cognyte employee rating is in line with the average (within 1 standard deviation) for employers within the Tecnologia da informação industry (3.9 stars).
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Reviews by job title
322 reviews
5.0
Jul 6, 2023
Recommend
Business Outlook
Pros
Good people, Good managers as well.
Cons
Heavy processes, hard to promote changes
5.0
Jul 5, 2023
Recommend
Business Outlook
Pros
The company culture and organization in this scenario exhibit several positive aspects that should be upheld and continued: The company boasts a substantial number of skilled and competent managers who contribute to the smooth functioning of the organization. Their expertise and leadership abilities foster a positive work environment. The management hierarchy is well-balanced, neither overly top-heavy nor lacking in effective leadership. This ensures efficient decision-making processes and effective coordination across different levels of the organization. The company provides a sense of stability, allowing skillful team players to find a conducive environment to build a fulfilling career and establish a life for themselves. This stability contributes to employee satisfaction and long-term commitment. Being an international company, it offers numerous growth opportunities for individuals with skill and potential. The presence of such prospects motivates employees to excel and strive for advancement within the organization. The company has successfully retained many talented individuals across all levels of the organization, showcasing its ability to attract and retain some talent. This speaks to a positive work culture and opportunities for professional development. The company embraces a culture where individuals have a vested interest in their work and the organization's success. In contrast, those who do not demonstrate commitment or contribute sufficiently are gradually phased out, maintaining a high standard of performance. Innovation thrives within the company's culture, actively cultivated through engaging and frequent hackathons that inspire employees to push boundaries, think creatively, and generate novel ideas. The research efforts are characterized by a fast-paced environment, where relevance to product development takes center stage, skillfully managed by a diverse blend of scientists and engineers. The organization's enthusiastic adoption of Artificial Intelligence (AI) technology permeates all aspects of its operations, fueling transformative advancements. This unwavering dedication to innovation fosters a culture of continuous improvement and adaptability, enabling the company to stay ahead of the curve and swiftly adapt to evolving market dynamics. The company surprises employees with perks such as free vacation days, fun-filled team-building events, and happy hours. These initiatives enhance employee morale, foster a positive work-life balance, and promote a sense of camaraderie among colleagues.
Cons
The company culture and organization were not long ago plagued by several issues that may still require improvement: New managers, with alarming tendency, develop into power-drunk ego-maniacs. Some are completely numb to psychological factors of interaction with a subordinate and merit evaluation. This creates a toxic work environment that hampers productivity and morale. The recruitment process is flawed, as inexperienced individuals are frequently appointed to recruit skilled candidates. Recruiters lack the skills to judge a candidate or a resume about the ability to learn required skills on the job. Furthermore, interviewers take pleasure in showcasing their own knowledge and enjoy candidate's failure to answer in the exactly expected form. Managers are given the freedom to make ego-driven decisions without any internal system to guide them, even after or before completing a well-built internal managers course. This lack of checks and balances leads to decisions that prioritize personal interests over the overall business objectives, potentially harming the company's growth and success. The promotion process is flawed, as highly skilled autodidactic employees without formal computer science degrees or degrees at all are overlooked for managerial positions. Instead, less experienced individuals with relevant degrees are prioritized for promotion, undermining the value of practical skills and limiting opportunities for growth. An archaic approach that is. The promotion of individuals into higher paying management roles is often based on factors like simply tenure or personal relationships with higher management, rather than intrinsic professional value. Valuable professionals with normal soft skills, who excel in their roles are overlooked, leaving them stuck in lower-level positions while less competent individuals ascend the managerial ladder.
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