Q&A With Dun & Bradstreet Employees

Excellent

Pretty balanced. Could be better.

There is none.

Annually

Rarely happens.

Never.

Amazing at the hub locations like jersey Austin Boston and PA. Otherwise it’s remote

Backstabbing, scapegoating, low accountability, very political.

Positive

5 interviews. Easy

It's fair, inclusive and there's very high expectations.

Finance/credit/risk has been declining the last 15 years. Sales and marketing is the best

The overall product portfolio is out of date. There are over 20 databases that aren't in sync. The data is not as accurate as D&B would like customers to believe. They charge far too much for information you can find elsewhere. It was a different world 10 years ago, but now that data has become more of a commodity - D&B no longer has the best offering. There is little value-add to their products. If you already have a CRM, SCM, ERP application installed, you likely have access to the data required to make your decisions and don't need D&B data. They were a big player in a niche market and are not able to keep up with the competition. Their software is antiquated and starting to show signs of aging - outages, bad data, data leaks....

Leadership on the west coast and job responsibility. Sellers don’t sell they do too much internal admin.

Eliminate the talking heads at the top. If you aren't delivering a product or revenue, you shouldn't be a VP or above. Flatten the organization - there are too many layers, which in turn, foster unhealthy politics. Modernize your benefits, offer stock grants (not options, grants), provide better health benefits. Stop the incessant layoffs - if you can't grow the business, you either need to develop a new product offering, go after new markets, modify your pricing structure or change your leadership. Hold people accountable for delivering on their jobs - they should deliver what they were hired to do. Hire smart people, not political people. Stop promoting people just because they did a stint as a chief of staff for someone. Doesn't make them any more qualified to be an executive. You earn respect - you aren't given it.

More incentives to participate in the companies success.

We don't have one lol.

The CEO makes great speeches, but doesn't reinforce / enforce his vision or strategy. There is a tremendous lack of follow through.

Great everywhere but socal

Focused on politics - aligning yourself with the right person. Or...keeping your head as low as possible.

Fast and heavy

Depends on your area of the business. Sometimes your hair is on fire, other times, you are twiddling your thumbs.

The people

The weekends.

Secure

Not at all.

Don’t remember. Standard though

Tell me about a time...

Mediocre health, dental and vision. NO stock grants. 401k with minimal match. The execs are keeping all the money for their giant bonuses....

Competitive health and dental programs are available.

The majority of people working at D&B have been there almost their entire careers. They have no idea what's going on in the outside world. There are so few tech employers in Short Hills they cling to their jobs. Their creativity and work performance is mediocre at best. Heck, that's what's expected of them!

Quietly

Minimal

Data and analytics and the brand

3 weeks - pretty standard.

The more work you can handle, the more you are given. Because so many don't want to work...

The feedback process is used to identify the next candidates for layoff. If you aren't saying positive things, you are gone!

Weekends are usually free. No weeknights.

I went to a couple of nice dinners. Other than that, no team outings that made an impression on me.

Politicians. Power hungry, smooth talking...

How low morale is. How outdated the products are. How greedy the executive staff is. How political the environment is. How mis managed the business is - resulting in the regularity of layoffs. Not just culling the low performers, I mean large scale 10% + layoffs.

Cramped, open cubicle farms. VERY few offices. Loud.