Docusign reviews

Wildly underpaid relative to the market, especially given the responsibilities that are assigned to each individual AE. Just look around on GlassDoor. The base salary is shockingly low, and don't expect to make that up in commission money anymore. The turnover on the team is almost inconceivable—it seems like management is actually embarrassed by the churn; so much so that they don't even address it. You just start to notice your coworkers aren't showing up for team meetings anymore. If you aren't close with one of your colleagues it may take weeks before you find out they've left. If the company was losing customers at the same rate they're losing employees they'd be bankrupt. They scaled the team way too quickly and aggressively based on a flood of demand during COVID. However, it would seem they failed to consider the future state, when COVID began to relax or become normalized. Instead, they decided to scale the team at what wound up being (essentially) the "tail-end" of the pandemic. They took a team of 20 AEs who were all hitting and/or exceeding quota and decided they needed to DOUBLE that number to 40. Because they were "scaling like a big software company is supposed to" they split the team into new logo and client expansion (they call it "Install"). Because the product is good and does work, those who bought when demand was up are happy. They use the tool often and are not afraid to upgrade or purchase more envelopes/seats/services. However, new business demand has taken a nose-dive. With low demand, new logo AEs are desperate to close whatever is in front of them, which tends to be a lot of smaller "land & expand" work. Of course, with new logo reps being forced to close "land & expand" opportunities just to get deals in the door, they're essentially soft-tossing business to the client expansion team (once the client signs, ownership goes straight over to the install team). I've spent too much time on this already, but please consider going elsewhere or at the very least, don't join the SMG team.

Other 1-star reviews have already noted the criticisms around DS' tech stack, processes, and general cultural downturn. I would like to add that one of the main fundamental problems I found in DS engineering is that you are rewarded for "following rules" - meaning how well you follow an inefficient and ineffective process rather is more valued than innovating to make it better for others. Because this type of mentality is rewarded, DS then hires a lot of "expert beginners" - engineers who are just really good at following rules and doing what they are told, as a result almost any mid-level to senior engineer is really just an "expert beginner" rather than the industry standard of having a principal/staff/tech lead that ideally should be solving problems across the entire org rather than being an expert in their own silo. In general, change is something that isn't really embraced, and you get labeled as an underperformer if you try to suggest otherwise. I think it goes to show the type of culture at DS. In my experience, I found that people who "follow rules" really well also get away with being jerks. I think in the past many of these issues were overshadowed by a booming stock price, but now that it has taken a dive, I wonder if these things would ever be addressed. My guess is most likely not anyways.