Fortinet reviews

I worked at Fortinet for over 4 years. I wish I had better things to say, but I do not. I generally agree with the points made by other reviewers about the language biases, archaic methods, and mismanagement. If you are reading this and wondering whether you should accept an offer from Fortinet ... my suggestion is: Don't (especially if you are entry level or junior). With the exception of very (and I stress *very*) few teams, Fortinet does not provide good mentorship nor teach you industry practices that will develop your engineering skills. On the contrary, it may even hinder your development as an engineer. Upper-management sees you as numbers that fill spots. They will reorg you with very little notice (less than a week) and provide no reason for it. If you want to move laterally, animosity among teams and general disapproval from the upper management will often result in a rejected request. Product management is a mess: there is little cohesion between product management and the engineering departments. Team management is unprofessional. I have seen the extremes of micromanagement to no management at all. Managers may neglect communication with their own team members: from a month all the way to six months (!?) without a word. From all the teams I have been in and interacted with, I would say 95% of them do not follow most engineering best practices: no designing, no testing, no software development lifecycle in place, little communication, and little investment in modern software development tools. Please take it with a grain of salt as all this above was either my own experience or of those that I witnessed while at this company.

- Overload of daily tickets with a never ending amount of products and technologies supported. Lack of documentation for troubleshooting. - Evaluation criteria is crazy: You have to get multiple certifications per year, language assessment in English and Portuguese, attend Portuguese classes, Design technical documentation, Technical Videos, this on top of regular ticket assignment and CSAT - Management always change rules of evaluation for ticket handling. - Yearly performance review will not exceed more than 5 %. If you get a promotion mid year you will not receive a salary increase the following year, which defeats the whole purpose of getting the promotion in the first place. - Promotions will not exceed salary increase of more than 15 %, even if the pay range of the new position is above that. - Salary for South Florida as TAC engineer is not competitive at all. The Miami area is high cost and other companies will pay a lot more even if they are smaller. Management will encourage engineers to not negotiate salary. Best way will be to leave the company and come back to negotiate better salary. - There is no seniority, new engineers can start with same or higher salary than you with no experience. - Post Sales is treated as a third class employees. We do not get enough participation on events or well deserved recognition. - Trainings are scarce specially on new products or features. - Decisions are made in Mexico and never take into account Sunrise TAC, even though we are in the same team. Miami TAC will cover for other teams while they have events or changes in their countries schedule while nobody will take into consideration input from Sunrise TAC - Pre Sales and other TAC teams in LATAM get holidays but not Miami TAC. - Career opportunities are very limited because the lack of engineers, therefore they will not let you apply to other positions in other areas.