Camunda reviews

3.5

54% would recommend to a friend

(145 total reviews)
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Jakob Freund

61% approve of CEO

61% positive business outlook

Camunda has an employee rating of 3.5 out of 5 stars, based on 145 company reviews on Glassdoor which indicates that most employees have a good working experience there. The Camunda employee rating is in line with the average (within 1 standard deviation) for employers within the Informationstechnologie industry (3.9 stars).

Reviews by job title

145 reviews
2.0
Apr 28, 2025
Recommend
CEO approval
Business Outlook

Pros

- Home office equipment - Region based competitive compensation

Cons

Rigid, Fear-Driven Evaluations The performance review process is highly formalized, with an overwhelming focus on strict metrics and measurable outcomes. This often ignores important context and leads to a fear-driven culture where employees are constantly worried about negative consequences. Even slight deviations from expectations are penalized, and managers are quick to use performance reviews as leverage for potential career setbacks, including termination. Lack of Support and Accountability for Managers While the company promotes a culture of open feedback and constructive criticism, in practice, managers are rarely held accountable for their actions. Employees are discouraged from voicing concerns about their managers, and when they do, those concerns are ignored or dismissed. Managers are protected by the company, leaving employees with no real recourse for resolving conflicts. Culture of Silence and Compliance Despite promoting transparency and radical candor, the company stifles any feedback that deviates from the status quo. Employees who express differing opinions are often penalized in future evaluations, contributing to a culture of silence where people are afraid to speak up. This discourages genuine honesty and feedback, replacing it with a focus on conformity. Data Manipulation and Inconsistent Evaluation Although the company prides itself on being proof-driven, the data is often manipulated to suit particular agendas. The same information can be interpreted in vastly different ways, leading to biased performance evaluations. This creates an environment where certain employees are unfairly penalized while others are rewarded, regardless of the underlying facts. Misuse of Time Management and Efficiency Time management is emphasized to an unhealthy degree, often used as a tool for micromanagement and controlling employees. The focus on "efficiency" has led to excessive pressure on employees, resulting in burnout and dissatisfaction. Instead of helping employees perform better, the company's approach to time management feels more like an attempt to squeeze every last bit of energy from its staff. Ineffective Communication and Feedback Channels Skip-level meetings and other channels for upward feedback are largely ineffective. When employees attempt to provide feedback, it is often ignored or dismissed, further reinforcing the disconnect between management and employees. The company presents itself as open to feedback, but the reality is that only feedback that aligns with the company’s agenda is truly valued.

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Camunda Response
1y
Thank you for taking the time to share this detailed feedback. It’s difficult to read that aspects of your experience at Camunda left you feeling unsupported and unheard, especially as we deeply value diverse perspectives. We are continuously working to ensure that our performance review process is fair, contextual, and focused on growth rather than fear. If your experience felt otherwise, we take that very seriously. We also recognize that meaningful feedback can only thrive when everyone - managers included - are held to the same high standards of accountability. We encourage you to share your input directly through our ongoing Pulse survey, which helps us take informed and actionable steps forward. Your comments regarding time management, evaluation consistency, and feedback channels have been noted and will be shared with the relevant teams. These are complex and important topics, and your insights help shed light on the real experiences behind our policies. Thank you again for your candor and we wish you all the best.
1.0
Apr 27, 2025
Recommend
CEO approval
Business Outlook

Pros

Once-in-a-lifetime colleagues (what’s left of them) A mission that could have changed the world It used to be the kind of company you told your friends you were proud to work at

Cons

"Lean Camunda" wasn’t a transformation — it was a cultural execution. Leadership dropped it overnight with no warning, no respect, and no real plan. The Senior Leadership Team (SLT) is wildly incompetent and inexperienced— totally lost on how to scale a real company without torching its soul. SLT preach "low ego leadership" publicly and act like control-obsessed tyrants behind closed doors. Leadership is making one reckless decision after another — including the absurd move to replace a perfectly good full-time CMO with a fractional CMO who works 3 days a week. Seriously? In what world does that signal stability and long-term thinking? Camundi haven't just lose faith — they've lost trust, loyalty, and hope. The mass exit has already started. The Board either needs to clean house or accept that Camunda will soon be nothing more than a sad case study in leadership failure.

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Camunda Response
1y
Thank you for sharing your perspective. While this is tough to read, we understand that it reflects deep frustration and disappointment. We acknowledge that performance, feedback, and trust in leadership are deeply personal topics that can significantly shape someone’s experience at Camunda. The recent changes we’ve made, including the shift toward a leaner operating model were driven by the need to adapt to our current reality and to position Camunda for long-term sustainability. We acknowledge that these recent changes have been significant and, for some, deeply unsettling. Feedback like yours makes it clear that the way we navigated those changes hasn’t felt transparent or steady enough, and that trust in leadership has been shaken. That’s something we take seriously. Leadership is listening, even when the feedback is tough and working toward ensuring that Camunda remains a place people can feel proud to be part of. We remain committed to Camunda’s mission and to evolving in a way that honors the people that brought us here.
3.0
Apr 20, 2025

Here’s the truth ...

Recommend
CEO approval
Business Outlook

Pros

Work-life balance is actually awesome Unlimited PTO is real—and people are encouraged to use it. No one’s wearing burnout as a badge of honor here. Even the SLT team takes 6+ weeks off a year, so it really starts at the top. Remote-first and super flexible Work from wherever, whenever. There’s a ton of trust that you’ll get your work done without anyone breathing down your neck. It’s all about what works best for you. Great people all around You’ll be working with smart, driven folks who are also just really kind. It’s a nice mix of talent and good vibes.

Cons

Camunda is broken — and we’re accelerating in the wrong direction. Speedboat? Try Oil Tanker. SLT loves to call Camunda a nimble speedboat. That’s ironic. Truth is, we’re an oil tanker — slow to steer and cruising straight toward better-funded competitors with billions in the bank who are about to start running circles around us in our home turf of process orchestration. No CRO, no GTM strategy, just chaos. Every GTM team — Sales, Marketing, CS, Partnerships — reports directly to the CEO. There’s no CRO, no clear strategy, and definitely no alignment. The result? A free-for-all of crossed wires, conflicting priorities, and teams blaming each other for missed targets. Everyone’s rowing in a different direction, and nobody’s steering. The DRI model is a scapegoat factory. In theory, “Directly Responsible Individuals” should drive accountability. In reality? It gives everyone else permission to disengage, then point fingers when things go south. Bonus dysfunction: sometimes the DRI no longer works here, so the blame shifts to whoever forgot to assign a new one. It’s not actual ownership. Outcomes don’t matter — optics do. Want to try something new or fix a broken process? You’ll spend more time arguing whether it’s a task, objective, or initiative than actually improving anything. Good ideas get buried under bureaucracy and ego. G&A is where good ideas go to die. Legal, IT, and HR don’t just create red tape — they are the red tape. Legal routinely kills deal velocity. They move at a glacial pace, with zero commercial urgency. Prospects have told us our contracts are more complicated than Microsoft’s - the largest company in the world. Let that sink in. HR is inconsistent and defensive. Instead of investing in people, the default response is “if you don’t like it, leave.” Promotions feel random. Firings feel political. Support feels nonexistent. IT think we are developing the next 6th generation fighter. Every day I think I enter my password five times on the same computer. Also, we’re in 2025 and somehow still using Outlook for email because IT think it's more secure ... but we still use Google for everything else. You can't make this up.

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Camunda Response
1y
Thank you for taking the time to share such detailed and candid feedback. We’re glad to hear that you value the work-life harmony, fully remote and flexible work, and the incredible people here at Camunda. These are intentional aspects of our culture that we’re proud to see reflected in your experience. We also hear your concerns around clarity, alignment, and operational friction. It's clear you care deeply about the company and its future, and we appreciate that perspective. As we scale, evolving our structure and strengthening cross-functional collaboration are top of mind, including in our go-to-market approach. This includes building the right leadership team to drive alignment and ensure accountability for key outcomes. We understand the frustration expressed around internal systems and support functions. As we grow, it’s critical that G&A functions evolve from being foundational to truly enabling scale, with a focus on reducing friction and better supporting our go-to-market and product teams. These are not easy changes, but they are necessary ones and we’re committed to making progress with transparency, urgency, and a clear view of what’s needed to ensure Camunda becomes a generational company that can thrive for decades to come, effectively meeting both current and future customer needs.
Viewing 40 - 42 of 145 Reviews

Glassdoor has 175 Camunda reviews submitted anonymously by Camunda employees. Read employee reviews and ratings on Glassdoor to decide if Camunda is right for you.