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      Peaksware

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      Peaksware Reviews

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      3.6

      57% would recommend to a friend

      (47 total reviews)
      avatar

      Andy Stephens

      62% approve of CEO

      56% positive business outlook

      Ratings by category

      3.9

      Work/Life balance

      3.8

      Culture and values

      3.4

      Compensation and benefits

      3.3

      Career opportunities

      3.2

      Diversity and inclusion

      3.2

      Senior management

      Peaksware has an employee rating of 3.6 out of 5 stars, based on 47 company reviews on Glassdoor which indicates that most employees have a good working experience there. The Peaksware employee rating is in line with the average (within 1 standard deviation) for employers within the Information Technology industry (3.9 stars).

      Reviews by job title

      47 reviews
      1.0
      18 Mar 2017

      Company's inability to manage growth has lead to disfunction and confusion

      Engineering manager
      Recommend
      CEO approval
      Business outlook

      Pros

      Lower level employees (i.e. those doing the actual work) are very passionate, dedicated, and talented.

      Cons

      Management is creating a culture that lacks transparency and clarity in terms of company and product direction. Peaksware has grown a lot in recent years, but through acquisition of other companies in different domains rather than typical growth within a core business. As such they are acquiring brands/technologies that they do not understand as well, and they are trying to apply processes/techniques to domains/products that are different from what they are used to without acknowledging and recognizing where there might need to be differences. Upper management is trying to manage the company like when it was a much smaller company in that the small executive group are trying to manage the day to day operations of teams rather than empowering middle management and the teams themselves by providing business context and allowing them to work towards that. Not surprisingly the executives do not have the time for this micro-management, and so teams are left with unclear direction and middle management are left questioning their purpose/role since they have little authority and are left out of the loop in terms of where things are supposed to be headed. Pointing this out or questioning direction and lack of transparency is not looked favorably on by the tight knit upper management group, and even high level key stakeholders from the sub companies are excluded from strategy and planning sessions relating to their products. Additionally, the company takes advantage of the fact that employees are drawn to the company because of the product domain of each brand (musicians at MakeMusic, athletes at TrainingPeaks, etc.), and so compensation is below average, especially for junior level employees (interns and interns who are converted to full time employees are paid very little and there is very little effort to correct this as these employees demonstrate growth). This seems to be a conscious strategy.

      avatar
      Peaksware Response
      9y
      As an organization we accept that this was a failure on our part by promoting someone to a management position who lacked the basic people skills necessary to be an effective manager. We simply made a mistake by not recognizing a woeful lack of emotional intelligence and soft-skills necessary to be an effective leader. We have made several improvements to our processes as a result. It’s very unfortunate when someone is asked to leave the organization who is no longer delivering against the values and principles which we hold dear. Since then, we have taken many steps to improve, including the implementation of a management and leadership coaching program to ensure we identify and nurture future talent and empower all our leaders with the tools and skills necessary to succeed.
      2.0
      26 Jan 2016

      Lots of turn over

      Anonymous employee
      Recommend
      CEO approval
      Business outlook

      Pros

      ability to work in endurance sports industry and a software company

      Cons

      poor management, poor communication, not many advancement opportunities

      1.0
      5 Oct 2021

      It's so much worse than it sounds

      Manager, production
      Recommend
      CEO approval
      Business outlook

      Pros

      - Their role in the industry provides a rare alternative career path for people with an arts or education background. - The people who work here are remarkably dedicated to what they do. It's humbling to see how much of themselves colleagues will give to advance company goals. - Even if I didn't agree with every covid policy, I always felt completely safe. I think the company was decently flexible with moving back into the office. - And the new office is really cool! I fully expected a bunch of bean bag chairs but it's a thoughtful space that accounts for many of the concerns employees raised about our last building.

      Cons

      - Many customers resent our products & the company, especially within the music brands. If you work with customers directly you'll get discouraged fast; It is uniquely hostile. - No one has time for you, especially your boss. Every dev team is busy with fourteen projects that were due a year ago. This was already a problem before the pandemic. It continues to worsen as my colleagues leave for better opportunities, although I don't think it's a staffing problem. I think we're just repeatedly bad at planning. - This is one of those "passion" companies that uses your interest in the subject matter to justify poor compensation and unreasonable deadlines. It's also a place where your work-life "balance" is discussed but never provided. Whether I was releasing work in the middle of the night to meet an insane commitment, or harassed over the weekend by external partners, the one constant in my career was getting overworked. No matter your impact, the only substantive reward you get at Peaksware is more work. Speaking of rewards... - The pay has always been terrible. They show compensation ranges on job postings now, but I don't feel those reflect the company's promises at all. I'm certain people working alongside me felt badly underpaid. The company wastes so much money on stupid perks like free beer and food. It feels like a bribe when you can't even afford to live where you (have to) work. - They fumbled miserably with their long-term WFH policy. Some people are allowed to work remote indefinitely, while others apparently aren't important enough. Personally, I enjoy coming into the office but it sucks to work for a company that arbitrarily loses talent over unnecessary stuff like this. - You may have noticed I never mentioned personal growth. The company won't either. The downside of working in a unique role like mine is that clearly very few people knew what I did, or how I should grow. They use a bizarre framework system to evaluate your skills during reviews and no one takes it seriously. - I also feel that managers lack the negotiating tools they need to keep their employees. So tons of people leave the company and nothing gets documented or improved before they're gone. Rinse and repeat - I'm just going to say that everyone in the company wants to advance DE&I initiatives but it never happens. It disgusts me that a business with our resources doesn't prioritize this higher. - If you value agency in your work, you'd be better off somewhere else. This place feels like an old boy's club. Unsettling announcements like restructures seem to happen every two to three years. You always seem to find out later that the same 3-5 men continue to make poor choices for the rest of the company.

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      Glassdoor has 47 Peaksware reviews submitted anonymously by Peaksware employees. Read employee reviews and ratings on Glassdoor to decide if Peaksware is right for you.