software engineer

senior software engineer

product manager

senior product manager

machine learning engineer

Adobe

•	As the Senior Business Analyst, participated in the requirements sessions to discuss and analyze the customer requirements and document to get the sign off from the stakeholders.
•	Produced BRD, FRS, Technical documents (High level design docs, etc.). Work with and manage IT development, QA and Business both in-house and offshore.
•	Conducted requirements gathering JAD sessions and performed analysis to determine As Is and To Be models by interacting with various key technical resource persons.
•	Conducted user interviews, gathered requirements, and analyzed the requirements using Visio.
•	Heavy interactions with Clients (internal and external) and Vendors
•	Worked closely with the development team in order the make sure that all the requirements are met.
•	Organized demos for the customer to see and approve the progress following the Agile methodology.
•	Participated in the discussions with the Project and Program Managers to make sure the delivery of the product is within the time, scope and budget.
•	Wrote clear, concise and detailed system requirements specification (SRS) documents and user documentation in accordance to guidelines and standards of a level where developers can interpret and design and develop the application with minimum guidance.
•	Developed Business flow diagrams, Activity/State diagrams and Sequence diagrams so that the development team and other stake holders can understand the business process.
•	Created Use Cases, Collaboration, Object Sequence, Object Interaction and State Diagrams for new features using Rational. Developed Vision Document, SRS and use case documents. Derived Functional Requirement Specifications (FRS) based on User Requirement Specification (URS).
•	Understand and articulate business requirements from user interviews and then convert requirements into technical specifications.
•	Conducted GAP analysis using AS-IS and To-Be system to identify key affected areas and addressed them with the Business team.
•	Closely interacted with designers and software developers to understand application functionality and navigational flow and keep them updated about Business users sentiments.
•	Conducted Functional requirement specification and User requirement specification reviews and walkthroughs with the designers, developers and stakeholders.
•	Designed and developed Project document templates based on SDLC methodology.
•	Assisted the PM to prepare/modify the project schedule to meet customer requirements.
•	Interviewing Subject Matter experts (SME) and carefully recording the requirements in a format that can be reviewed and understood by both business people and technical people
•	Created different Traceability views to maintain the Trace ability of the requirements using the Requirements Traceability Matrix (RTM) to ensure the completeness of the requirements

Here's my perspective on each aspect:

1. **A typical day at work:**
   A typical day at work in a technical support role involves various tasks such as responding to customer inquiries, troubleshooting technical issues, coordinating with team members to resolve complex problems, and providing assistance and guidance to junior staff members. It may also include participating in meetings with management to discuss performance metrics, strategy, and upcoming projects.

2. **What you believe you learned:**
   In a technical support role, you learn a diverse set of skills ranging from technical expertise in troubleshooting hardware and software issues to effective communication and customer service. You develop problem-solving abilities, learn to adapt to new technologies and systems quickly and gain valuable experience in team management and leadership if you're in a managerial position.

3. **Management:**
   Effective management in a technical support environment involves fostering a supportive and collaborative team culture, setting clear goals and expectations, providing ongoing training and development opportunities, and empowering team members to take ownership of their work. Good managers also prioritize communication, both within the team and with other departments, to ensure smooth operations and alignment with organizational objectives.

4. **Workplace culture:**
   A positive workplace culture in technical support is characterized by teamwork, respect, and a shared commitment to customer satisfaction. It values open communication, collaboration, and continuous learning. A supportive environment where team members feel valued and empowered to contribute their ideas and suggestions fosters innovation and drives success.

5. **The hardest part of the job:**
   One of the challenges in technical support is dealing with high-pressure situations and managing customer expectations, especially when facing complex or urgent issues. Balancing the demands of multiple customers while maintaining a high level of service can be stressful. Additionally, staying updated with evolving technologies and troubleshooting methods can require continuous learning and adaptation.

6. **The most enjoyable part of the job:**
   The most enjoyable part of working in technical support is the satisfaction that comes from solving problems and helping customers overcome challenges. There's a sense of fulfillment in providing excellent service and seeing the positive impact your work has on others. Additionally, collaborating with colleagues, learning new skills, and being part of a supportive team can make the job rewarding and enjoyable.

PROS: They have a great corporate culture, great benefits, very competitive pay, most people are very friendly and you get to work and collaborate with very knowledgeable co-workers, generally speaking, a great work/life balance, flexible schedules (as long as you get your work completed), can sometimes work remotely, a great in-house cafeteria that is nominally subsidized, a gym at work,  and  top--level talent.

CONS: It all depends who you work for: if you don't have the support of your manager it can severely limit your opportunities for career advancement or training/cross-functional learning opportunities. They tend to keep people siloed doing one particular function, and do not really promote expanding your skillset. There is a "tuition reimbursement" program, but it is completely not a guarantee that you will be reimbursed, and you need to get the approval of your manager before you can even seek it out. Many people at Adobe have been lucky to have encouraging managers who mentored them and always presented them with opportunities to grow professionally - I was not lucky in that arena. There were many, many ways that my manager could have helped facilitate this, and I flagged it in every review, but it fell on deaf ears. That's the one thing I regret about staying at Adobe as long as I did - I think I would have learned so much more moving around to different positions at other companies. The corporate culture is so good, the products are amazing, and I was working with a team of people who almost felt like family—so I got lazy and complacent and stayed way too long. In hindsight, I wish I had sought out other opportunities outside the company.

It was a small company of 168 people when I started there in 1988. Back then, everything was cutting edge. It was a great time where innovation flowed through our veins. I watched in amazement as the professionals continued to grow the business and anticipate the coming changes. They were always aware of what the market was doing and what worked and didn't work. They knew the royalty business of PostScript would gradually decline and that Applications revenue would have to take over, which it overwhelmingly did! Every product release had to make money.

My experience there was that they valued my work and didn't seem to care that I had no college education at the time. They said "we liked your work on Photoshop. Would you like to take on Reeltime?" (I renamed it to Adobe Premiere). If you created a test file you might see it on a product demonstration. You had a chance to name a new product. Your input for new features was always considered. I valued the fact that most of the directors were engineers. The CEO and President had an open door policy.

The company increased in size to 3,500 employees by the time I left in 1999. A persons individual job became slightly less connected to the other less-related areas by then. Even so, you have the chance to work and socialize with the best of the best. The work environment always enabled productivity and innovation and the social environment was integrated in many ways.

I joined ContentCal before they were bought by Adobe and it was an amazing company to work for. 

I was able to work fully remotely, but I also still had regular video calls with my colleagues which were always great. (The option to go into the office was there for those who wanted it too - I just never took up that option.) 

They respected each employee’s time and encouraged a healthy work-life balance -as long as you got your work done, you could be as flexible as you wanted. And during the (rare) super busy periods, it made me more than happy and willing to work overtime where needed. They made me feel that they cared about what I wanted, so that made me care even more about my job.

I had 2 amazing managers who were both great mentors. They encouraged me and trusted me after my training was complete to work efficiently on my own while still checking in regularly. 

Once ContentCal was bought by Adobe, it was still like that but I was made redundant a few months later. 

However, Adobe made the process so much easier than my previous redundancies at other companies and they were so helpful and they paid me more than fairly. 

I will always have a positive memory of my time there, and wouldn’t say no to returning if the right opportunity opened up for me there. 

As a member of IT, I've had the pleasure of speaking/working with folks from almost every type of role within the company. There is so much opportunity here at Adobe, but some roles may leave little room for advancement and require lateral moves in order to allow for upward mobility. 

Although my IT org doesn't allow for work-from-home opportunities, the offices are very accommodating in terms of comforts and productivity needs. I left a job that allowed for 100% remote work so that I could commute and show up here every day, and I have no complaints about it.

Pay is alright. Competitive rates for IT are definitely out there, considering the growing scope of work for IT roles here. 

The benefits here are excellent. I really get a brain break during the bi-annual shutdowns (a week during July 4th and a week during Christmas/New Years).

Management is management. They're not always skilled to have a comprehending head in the foxholes with members of the roles they oversee, so this can be frustrating when their personality lacks empathy on top of unfamiliarity of inner workings. This isn't specific to Adobe, it's just how managers can be anywhere you go. Maybe more promotion from within would help here, but sometimes personalities are more important that backgrounds when it comes to leadership.

Receiving calls and taking care of customers.  Multitudes of different computer programs to assist and complete customers requests.  The management is lacking in this business not very professional as to say the least.  Co-workers are the balance between management and daily duties.  They are what makes working for a company worthwhile and what making comes to work satisfying.  The hardest part of the job is to have to listen to people yelling, using profanity and being expected to take it as part of the job.  Not being able to interrupt and let the other person know you are here to help and to try and assist to the best of your ability.  The most enjoyable part is when a customer compliments you on a good job and making certain they have the best experience necessary to have them return to your company and the company acknowledging how wonderful you are doing with the company.  It's not always easy but colleagues as well as those wonderful customers makes it a joy to go to work and do the best that you can possibly do and go home at the end of the day with a smile on your face and a song in your heart for a job well done.

In my many years here, I had a great time here personally, but saw some co-workers really struggle.

I got lucky and had managers that listened to my requests and found tasks that were perfect for my skills.  My curiosity was rewarded with greater responsibilities and more recognition from my team and beyond.

Some of the managers in my department really gelled with the rest of the team, balancing the needs of what we needed vs. what they were being asked to do from above.  Other managers made it difficult because of communication and/or personality issues.  Who you were assigned to made the difference between a great place to work and a day-to-day struggle.  Comments to management/ the Director didn't seem to have much of an effect on fixing that, either.

The company culture is progressive and supportive, and shortly after Covid there was a lot of growth but less opportunities to grow the internal workforce.  "Make more with less" became a mantra and added a lot of stress on multiple teams.  Somewhat of a mixed message and burnout was evident.

I do recommend working at Adobe, but it really comes down to the team and management.  There are opportunities and some really good people here, but you can also find yourself really stressed out and feeling a lack of support.

Culture - Overall good culture, clarity of purpose. Very 'west coast'. Politics are not overbearing, but most employees assume world thinks like them which leads to blindspots. Pushing hard for in office work, which is good for co-located teams, challenging if you work globally.

Work/Life Balance - Varies by group, but most working in product or services products have to work across time zones in some form (India, US, Europe) which can be challenging.

Best Part of Job - Working with worlds largest businesses as well as creatives who care deeply about their craft.

Hardest Part of Job - If people manager who has employees or peers across timezones is a challenge, incl. different cultures.

Management/Leadership - Corporate leadership is overly conservative, which avoids wasteful 'bets' on trends but also misses market opportunities. Typically not a leader in a space, but follows. Too many competing priorties and letting 'organic' order emerge - instead would encourage focus/ruthless priortization and more top down focus for teams across the company to rise to a challenge. At times, too many 'decision makers' who aren't goal aligned and want to leave their mark on a project which leads to re-work and delays.

Adobe feels like many companies depending what organization within it you are in.
I learned so much in my 10+ years there it is too much to list.  In summary, knowledge is power and continue to learn and grow.  From maintaining a data base, to SAP and the contract system ACM, through redlining contracts, legal review and negotiations.
Management again varies within different organizations.  When I was in marketing it was very nurturing even in high demand times.  It felt like a well oiled "dream team".
As a Sr. Buyer the team has been pushed at a sometimes unreasonably fast pace learn and grow model with the goals shifting quickly in the past 2-3 years.
Keeping up with management's expectations with lack of direction or training was the most difficult.
The people are there genuinely to do a great job.  The people I support is the reason I do whatever it takes to get through the peak quarter end volume spikes along with the feeling of accomplishment crossing the finish line of contract negotiations.

Top Job Titles	Average Salary
Software engineer 42 salaries reported	$165,021 per year
Senior software engineer 21 salaries reported	$203,924 per year
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Senior product manager 15 salaries reported	$181,201 per year
Machine learning engineer 16 salaries reported	$223,447 per year

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