What are pay rises like at F5?

Work culture is good. Long weekends and provisions of availing Leaves.

Management first company no respect for employees. No salary hikes since 2022 even variables are reduced for past year Demotivating as most teams have reached saturation . Managements even suggest to look for outside opportunity as they can't give promotions. All the funding goes in acquisitions and hiring new leaders who ultimately leave in short term as a result the whole upper management keeps changing every few years.

Awesome company and career growth

Salary hikes are miinimum and some teams dont have good culture

Wellness weekends (shared 4 day weekends across company) Feels like immediate team cares about you, but definitely not leadership. As far as I'm aware recent layoffs had a nice severance (5 months). Unsure if will be that way still going forward.

No recent salary increases. Pay is not as high as other companies. Bonus is only ever stock. Rto mandate even though you're team is in different states and countries, so you drive in for zoom meetings. It also doesn't take into account pto or sick days, so it encourages people to come in sick. (Told you have to "plan better" if you can't make minimum...). Half of your time will be meetings, more talking about how to do the work and not enough time to do it. Pto amount not super generous, wellness weekends help. Reorgs removed required roles that business is not refilling, so more non work put on others outside of sprint commitments.

Excellent benefits. Historically F5 has been a great place to work and build a career.

Over the past few years, the company has become increasingly difficult to work for. Two years without annual raises, bonuses and stock grants cut.

Free 4 day weekend every quarter, generous PTO

Tiny incremental pay increases, mid-level management in over their heads, almost no room for growth

Middle management, especially long term at the VP level and below, still carry our corporate values and care about their employees. Benefit package is still amongst the best in the industry.

Culture of the company has fallen apart under Lyra Schramm. HR is now more about bottom line, stock holders, and cost savings than actually taking care of employees. HR no longer plays a role in connecting with employees or ensuring any kind of happiness/dedication. Latest review period resulted in subpar wage increases (2% or less for many long term, high performing employees). This follows on 5 years of no raises, minimal raises, MBO elimination or 50% MBO cuts. We’ve all taken the equivalent of pay and benefit cuts for years. Many were hopeful that in the most successful year in the company’s history that we would finally see the profits benefiting the employees. Sadly, not the case. We just came off the most successful year in the history of the company. People worked their butts off to take the company to the next level and even with the breach, the compensation is unreasonably low. F5 used to be at the top of industry standard on pay. It’s no longer even close. Employees are struggling with inflation and a substantially higher cost of living and the company doesn’t care. RTO has also put additional financial life strains on employees. Long term employees are held back and locked into level/pay scales that don’t allow for career or financial growth. Staying for the long haul doesn’t pay off. No appreciation for dedication or experience.

Technology work culture benefits free lunch/snacks people

salary hikes decline of share price day by day

(1) F5 Tower in Seattle is a beautiful building with lots of open space and great views. (2) F5 Tower has free hot and cold beverages for employees plus single serving cheese and hard boiled eggs. (3) Offers a free transit pass or a commute stipend. (4) No on all (5) Any hours over 40 will pay time and a half.

We are all different so one person’s con is another person’s pro so ultimately, do your homework, ask explicit questions, and then make an educated decision that works for you, Some of these cons are perfectly fine if management were to be up front about them during the hiring process, but that was not the case for me. (1) During the hiring process, there was never any indication this job would include a weekend shift so it came as a surprise when I was told (not asked) that I would be working on the weekend. (2) During the interview process, it was stated that starting times were between 6-9am and after trying several times to ask to set a starting time, I was told…we will figure that out later. Ultimately, I was told what hours I needed to work and had no real say. (3) F5 puts new employees through lots of technical training and zero soft skills training. The job is technical support so tech skills are important, but even more important is to have the soft skills in the toolbox to deal with the many incompetent, abrasive, and rude customers. (4) The company expects weekend workers to be flexible when it comes to internal training where your spend Monday-Fri in all day training then the expectation is that you will work a full Saturday or Sunday as well, (6) Your manager will tell you what training you are going to take and dictate the dates, times, and days you will attend. (7) The benefit package is pretty average at best. (8) The NSE II salary is very low for what is expected of the role. (9) Accountability is minimal where crazy stuff happens that doesn’t get addressed. (10) Despite there being numerous metrics to gauge an employee’s effectiveness, it seems like odd behaviors get rewarded. Call out sick 20+ times in 1/2 year and you will be rewarded with working from home. Ignore your responsibility to show up to work or be present while working remotely, you get rewarded with not having to deal with cases and can work from home full time.

Middle management, especially long term at the VP level and below, still carry our corporate values and care about their employees. Benefit package is still amongst the best in the industry.

Culture of the company has fallen apart under Lyra Schramm. HR is now more about bottom line, stock holders, and cost savings than actually taking care of employees. HR no longer plays a role in connecting with employees or ensuring any kind of happiness/dedication. Latest review period resulted in subpar wage increases (2% or less for many long term, high performing employees). This follows on 5 years of no raises, minimal raises, MBO elimination or 50% MBO cuts. We’ve all taken the equivalent of pay and benefit cuts for years. Many were hopeful that in the most successful year in the company’s history that we would finally see the profits benefiting the employees. Sadly, not the case. We just came off the most successful year in the history of the company. People worked their butts off to take the company to the next level and even with the breach, the compensation is unreasonably low. F5 used to be at the top of industry standard on pay. It’s no longer even close. Employees are struggling with inflation and a substantially higher cost of living and the company doesn’t care. RTO has also put additional financial life strains on employees. Long term employees are held back and locked into level/pay scales that don’t allow for career or financial growth. Staying for the long haul doesn’t pay off. No appreciation for dedication or experience.

Work life balance is very good. Less stress

Salary ranges are not evenly distributed. Salary depends on negotiating skills rather then years of experience