MathWorks reviews

1. Numerous directors told me no one can speak directly, that it is unacceptable to discuss differences of opinions in the open. You have to do it one-on-one. This culture often makes it dangerous to take the initiative when you should. The end result is that many people settle into secure positions and stop thinking and innovating, and wait to be told what to do. Accepting this compromise is destructive for dynamic people, and in the long run it will have serious consequences for the company. 2. Management has said that the main purpose of the performance appraisal system is to improve employees through intense criticism. Recognizing contributions to the company is a secondary objective. This poor policy is compounded by the fact that the senior management lacks the insight into people and culture needed to exercise anything approaching this level of control over people. 3. The company line says this is a high trust environment. A colleague told me after he left that it is a low trust environment, and he could have survived if he had played it that way from the start. I agree with his assessment. 4. For a person who wants to do his job and go home without a lot of personal engagement, MathWorks is on balance no worse than the average company, and in some ways it is better.

1. Limited Opportunities for Advancement: One significant drawback at MathWorks is the difficulty in moving up the corporate ladder. Advancement to managerial positions appears to be heavily dependent on factors beyond an individual's control, which can be frustrating for ambitious employees keen to take on more responsibility. 2. Slow Career Progression in Engineering: While dedication and contributions are recognized, the timeline for career progression, especially in engineering roles, seems unduly lengthy. Waiting 5-6 years for evaluation and advancement decisions can lead to a sense of stagnation among highly motivated individuals. 3. Communication and Leadership Style: The communication approach and leadership style, particularly from the older CEO, can sometimes raise concerns. The recent email promoting in-office work without substantial data-driven reasoning might have been better received with a more inclusive and transparent tone. As it appears, the company is rolling back the work-from-home option and is gradually forcing everyone to come back to the office full-time.