Great company, ruined by poor management. - werkgeversreview Senior Product Manager bij NVIDIA

1,0
6 mrt 2009
Aanbevelen
Goedkeuring directeur
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Pluspunten

If you enjoy working, this place has that covered. The more seasoned employees are very helpful, know how to get things done. Most of the employees are focused, and there are lots of smart people at Nvidia, unfortunately most of them are not in management. There is still some good culture left, but it will take some effort to find it. The company, as a whole, seems to do a good job at responding to the market, but not so good at leading the market. The level of focus on the core products is good.

Minpunten

Total comp is being destroyed: Every got a 5% pay cut PTO has been taken away and replaced with "Professional Time Off" No more free food (it was crap, so no big deal) Options are replaced with worthless RSUs There is no budget for training The expected work hours is something like 60 hours per week There is vision, but no resources. Nvidia calls that a strategy. Most people call it hope or wishful thinking. Advancement? Not here. Nvidia no longer cares about turning out great products, the only focus is on cost savings.

Ontdek andere reviews over NVIDIA

5,0
27 jun 2026
Aanbevelen
Goedkeuring directeur
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Pluspunten

nVidia has been a great place to work.

Minpunten

Nothing bad to report here

5,0
12 jun 2026
Aanbevelen
Goedkeuring directeur
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Pluspunten

The product security organization has a very ideal work-life balance. The culture is strong on ownership and trust. There is a good sense of pride and collaboration across teams with low level of politics and high sense of "the project is the boss". Compensation is good for the roles. Merit increases and promotions are mostly transparent, but can vary from manager to manager.

Minpunten

Leadership direction can be whiplash at some times. Some initiatives feel directionless, while others feel misguided. Leadership does respond to push back and listens to employees though, but it often feels like managing up.

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