Camunda reviews

3.5

54% would recommend to a friend

(144 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 144 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

144 reviews
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.
1.0
Dec 29, 2023
Recommend
CEO approval
Business Outlook

Pros

One of the notable positives in our company, as agreed upon by myself and many colleagues, is our admiration and respect for the CEO. He stands out as a genuinely ethical and driven leader, setting a commendable example at the top. However, there is a caveat to his approach; the trust he extends is sometimes misplaced in individuals who may not align with his values and vision. This issue will be elaborated further in the cons section.

Cons

In my current role within the finance department, I’ve unfortunately experienced instances of bullying and mistreatment, a sentiment echoed by several colleagues. This has contributed to a challenging work environment, further exacerbated by a high turnover rate, particularly among skilled individuals. The leadership style within the department often displays a concerning inconsistency, with leaders behaving differently in front of senior management and other departments. A significant issue is the approach to accountability and expectations set by our leaders. Mistakes made by leadership are often not acknowledged, and instead, these errors are attributed to team members. The team is also burdened with unrealistic expectations, which include rectifying oversights made by our superiors. Another area of concern is the lack of recognition and support for the team. Despite significant efforts and contributions, our work often goes unrecognized, with leadership frequently taking credit without offering the necessary support or acknowledgment. This situation is compounded by a disregard for employee well-being, work-life balance, and personal boundaries, making for a difficult and often disheartening workplace experience.

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Camunda Response
2y
Hi there, thank you for sharing your thoughts and feedback with us. We genuinely appreciate your acknowledgment of our CEO's leadership qualities. However, we're deeply concerned about the challenges you've experienced which don't align with our values at all. Creating a positive work experience, including a healthy work-life balance and supportive leadership is a priority at Camunda. We take this seriously and will look into it promptly to address these concerns. If you're comfortable, we welcome further confidential discussion with the People team. Thank you again!
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