Impinj Reviews

- The pay is subpar. In fact, they almost tout this as a badge of honor. They will pretty much tell you that if you want to make lots of money, Impinj is not the place to be. So...you're telling me you know you pay poorly, and don't care. But it's cool though, they use the unlimited PTO and the snackbar as ways to woo 'talent' from the other competitors in the area - Recruiting and hiring is a disorganized hot mess. The head recruiter doesn't care to follow process and procedure and just rams people into the system. Once that offer letter is signed, they're done and the supporting organizations are left to sort out the pieces - Many mysterious departures of management people. Sometimes it comes with many weeks or even months of advance notice (insert vague internal blog post here), sometimes the person is gone for weeks before the company as a whole is told - Weekly 'Bagel Friday' was initially a way for C-level staff to share with the company some of the goings-on that occurred earlier in the week. It quickly devolved into a 'you should be there' sort of thing where you can watch leadership toot their own horn - Anonymous feedback system sounds good, but then the leadership staff will address any questions or complaints during the Bagel Friday in such a way that it would intimidate staff not to bother putting in any substantive feedback. Side benefit – reading the comments (they are periodically posted internally) lets you realize just how entitled many of the staff are - Entitlement. Many of the engineering staff are highly intelligent people – seriously, there are some pure geniuses there that have pioneered RF and the RFID industry. And with that pure genius comes the dysfunction and social ineptness. Worked there for several years and there were people that never make eye contact, continually get your name wrong (despite corrections). - Leadership staff. Probably the only one worth his salt is the CEO. The rest are empty shirts. And it’s been VeePee-a-palooza. I think there’s a promotion roulette wheel in the Sales division. They minted like 5 VPs in one month – out of thin air. When someone leaves, they also like to readvertise the position at a much higher level than it was when the person was there - Class System – you’re either sales or engineering. If you’re anything else… you’re nothing, and treated as such. If you’re in a support org, expect to be at the whims of those two groups as to whether they want to follow procedure or even bother doing anything they’re supposed to do - Unlimited PTO means there’s no cashout if you should leave the company - Path of least resistance. A team in manufacturing is absolutely dysfunctional (think: people in ops roles that are simply way underqualified) and it’s obvious to everyone, however leadership doesn’t want to be bothered with fixing it so they let it be – despite spending money and time to shore it up - Time w/the company is more important than ability in many roles. Some people in middle management are simply only there - Breakfast club of employees that leave early because they arrive early via vanpool, but most of them sit in the kitchen for 3 hours every morning, and then an hour or two at lunch - Talk about a product that sounds cool, seems cool, but is never really shown to the employees. But it’s apparently real since they’re selling it. Yay! Do the work for the thing!

This company currently has far more male employees than women, and does not deal harassment in an effective manner or one which is likely to stop it happening again. I had a male employee make an inappropriate comment directed at me, which I reported to HR. While HR acknowledged the comment was inappropriate, I was told, and this is a direct quote from an email "You must understand that the intent was good", I was also told verbally that "The intent was good, he just finds you attractive, and is expressing it inappropriately," The company a couple of months later moved that male employee from a desk downstairs to one right across the isle from me. At this point he started repeatedly trying to force me talk to him, even though he had been told not to speak to with me unless there was a specific business reason. When I refused engage with him, this situation quickly escalated to outright physical intimidation. I reported this to HR, but it took almost a week for the man to be spoken to and the situation got much worse in that time. After he had been spoken to the direct physical intimidation stopped, but he would stand and stare at me from a distance, and find opportunities to walk just behind my shoulder so I could see him out of the corner of my eye. I was told by HR and management that we would both be moved. This never happened. I was also told by management that I should leave the company if I did not feel safe. As part of my interactions with HR around the original issue I disclosed a relevant history of a major disability due to 2 previous assaults, which affected my ability to deal with the harassment. The day after the company moved the man up from downstairs, I had to sit through a meeting as part of my work where HR spoke for 5-10 minutes about how the people who self report major disabilities are most likely lying to justify bad performance, and that doctors will sign off on this to avoid getting sued.