Qualtrics Employee Reviews

Great experience and the ability to learn a lot in the industry.

Rocket ship, never a dull moment, learning, growth mindset

I am very disappointed in Qualtrics.

Overall, I think Q feels like it is on a downhill spiral. It's fine and there are worse places to work for sure, but as a company I don't really respect them and everything is harder than it needs to be.

A few years ago it was a decent company. It's gone downhill extremely fast with no signs of stopping.

Their transparency and honesty when sharing good and bad news

The scrappy mindset to always go above and beyond.

Customer focused, caring, innovative, empowering

Nothing stands out - they are ok leaders

Immediate managers seem to be rockstars across the board. Recent ELT changes have made big improvements to that level but still a lot of work to be done.

The senior leadership team is doing the bare minimum to retain employees to maximize revenue. Stop doing that.

Being transparent, listen to our feedback, no one wants 4 days in office! Just be good people that we can trust and be proud of.

Fundamentals of leadership and good business practices. Every decision is made by committee, there is zero accountability and they act like overgrown frat boys.

They need to start listening to their employees.

Our broader leadership team needs to rethink our compensation system to make pay significantly fairer and more transparent. Right now, there is no way to understand how one's individual compensation compares with peers or people in similar roles without carrying out individual conversations.

The variety of benefits and how easy they are to use and access.

The ability to make more money with accelerators and the great benefits such as HSA, experience bonus, and quarterly wellness bonus.

Performance based, flexible, personalized, smart, focused

The pay is good, love the wellness benefits

Salary is benched marked in each major location.

long term incentives are signaling that senior leadership is doing the minimum to take care of employees so that too many don't leave.

Pay here is not competitive

After discussing compensation with a number of similarly-leveled employees, I discovered that I am significantly underpaid. When I went to our HR team to inquire about this discrepancy, I was told that their investigation yielded no issues with my pay but was not shown data to support this claim.

Reasonable goal setting and alignment with business development based on the local market

If I were paid appropriately for the level of responsibility and risk that I manage. It's clear that compensation makes decisions in a nutshell since most teams feel similarly that employees are not paid fairly in the market.

Their sense of humor, team and how they are always willing to help and find any solution needed

We bond great together and we really help each other.

TACOS, customer focused, caring, one team

My customer unit is really tight and makes me feel valued

Care deeply, work hard, and want to do right by their customers.

It would be helpful to emphasize the field culture & more emphasis on virtual investment during pandemic.

Equity and inclusion. More respect is needed.

Coworkers are competitive and often condescending

Everyone is super opinionated at Qualtrics, which is good and bad. Could create a lot of friction. The dev culture is not very great. There is lack of enough industry experience and they do not follow industry standard of coding and design.

Honestly I don't have anyone that does what I do so I don't really feel like I have coworkers.

The collaboration within my team and the openness to new ideas and initiatives within and with cross functional teams

We always put the customer first

Caring, customer focused, empowering, growth oriented

Nothing right now except our products are good

I think willingness of frontline folks to help each other. Although I don't work in Provo HQ, so could be different there.

Leadership caring what their employees thought and taking action on it would make a big difference.

The company needs to focus on implementing its own recommendations about employee retention for itself instead if ignoring them.

Abandon our culture of toxic positivity where everything is perfect and nothing can be criticized/improved. Learn how not only to record feedback but to take action based on feedback. Encourage critical-constructive feedback. Qualtrics believes it's a 90% perfect company; really, it's 50% perfect.

The company culture is cutthroat. I feel constantly on edge. It's not an environment that rewards risk-taking and creativity. Little mistakes are heavily scrutinized and penalized. Accomplishments are taken for granted, at times.

It seems pretty great for outgoing, extroverted people. So I guess the answer is me, because I am neither of those things.

Met a lot of people

Relatively constant communication with my recruiter

I felt like my interviewers asked questions that really allowed me to showcase my skills and promise as opposed to just recalling my resume.

The office tour was critical in making my decision to join Qualtrics

Absolutely fantastic, engaged interviewers who are genuinely a pleasure to meet.

Too many people in the loop for a smaller company

Fewer interviews and less red tape

Helping clients, solving problems and building a strong team

Having good people on my team

Helping our customer succeed, changing the way people interact with business

My clients and our Discover product

Seeing each of our team members have success

Despite company culture, company product and morale careening off the rails, the leadership team doesn't really change anything and forces most of what's wrong of frontline managers who have no authority to do anything because of all the committee level decisions non-sense.

It's hard to sell expensive employee experience software when you've stopped caring about your employees.

Too much work, not enough support. Leadership is wildly out of touch and the working teams are the only ones keeping things moving despite the unrealistic asks thrown at everyone.

There is no systematic way to know that my work is linked to leadership's priorities. There is an internal tool with which we should track this, but it is poorly implemented and regularly ignored by my management chain. Also, there are significant pay discrepancies around the org.

I’m exhausted as I was set up so poorly and have been working intensely to try and catch up. As we try to move things/ drive efficiencies / kick goals there are always unnecessary obstaclese/ handballs so things become

We are being led by people who care about what we're doing, and we're aware of the worldwide impact that we have. I love that we're essentially doing good for many people by helping others do better.

Company is successful, fun coworkers, most leaders are reasonable

Friendly, laid back culture.

Culture

Autonomy

We have some teams that just don't prioritize internal comms at all, which means they will repeat work or feel left out of "the know" and I'd love to see that attitude change.

More background diversity in hiring, especially in management. We have way too many people who all went to the same schools, worked for the same companies, and think that they know everything without bothering to learn. Have more respect for your people who have been around for years.

Stop overselling the company. Be realistic and get back down to Earth.

Practice what you preach