software engineer

account manager

support engineer

senior software engineer

vice president of sales

Ericsson-Worldwide

This is a completely unaltered & unbiased review, considering my experience while working in the Organization. Firstly, being a telecom company, many would be afraid of the work culture, but as compared to other competitors, I feel Ericsson goes beyond expectations. I worked as a Solution Integrator at Ericsson India Global Services for 2 years. Started as a fresher and built a strong career while working there.
Here are the Pros and Cons which i felt were worth mentioning - 

Firstly the cons - 
The biggest con here is salary hike. When I was working there, the hike percentage was very less. I saw people working for 2-3 years straight with a very low yearly average hike. That might be during my tenure and maybe it improved after I left or was better maybe before my joining, but this was the case during the time I was employed.

Also, in some projects I have seen and happened in my case as well, project managers were very rude to employees. Just to impress the clients with fast results, they kept burdening the employees. This is not right, considering the core ethics of Ericsson which respects each and every employee in the organization with work-life balance. On the other hand, I was very much impressed with my Reporting manager. Was very supportive and always tried to help me up-skill myself in regards to the latest technologies.

Also, they need to increase the compensation provided to employees who work nights, odds and extra hours. When I was employed the tariff was - 150 for night, 100 for extra as well as for working in odd hours and 350 - for working in weekends. 

Now for the pros - This is the best part if someone is looking for the pros 

Firstly, Compensation in terms of working in holidays - twice the basic pay of one day. Also, night shift compensation is according to me standard. Again, if onsite is offered then compensation as D.A. is an awesome addition to your salary. People who work hard and bags an opportunity to go onsite like I got, there's a significant boost in the total money you earn. But, all this will work, only if employee works hard. Onsites are common in Ericsson, but that is for people who has worked hard and proved their mettle. Also, they reimburse the internet/cellular bill up to 1200/- per month, depending on the job stage, if postpaid number is an Ericsson Corporate number. Also, depending on the client, cab service is provided, and if not then Fuel cost is reimbursed on producing the bill to the Organization.

Next in line is the work culture - The working policy is awesome. 8.5 hrs per day is the stipulated time for employees. Total of 12 CL, 24 EL (divided equally in 2 halves of the year) and 10 Company holidays. WFH is a very good option to take if working odd hours or extra hours. No pressure from managers in this regard since this is a company policy. 

3rd is the office and the facilities - I worked at DLF IT park, Kolkata and during my tenure, Ericsson bagged the great place to work for 3 years in a row. Accordingly, I felt, that was the best office I have worked at in my career. During my tenure at Ericsson, we were provided with subsidized food for lunch at Re.1/- for Veg and Rs.10/- for Non-veg which increased to 15/- and 36/- respectively. The food was eatable and served the purpose. Apart from that, there were multiple vendors like subway, Dominos etc. in the food court. For leisure, they have a dedicated Leisure room which has a TT table and also a cardio-gym room. TT room was always filled with good players because people worked in different time shifts, so after shifts people came and refreshed themselves there. 

Lastly, I won't be speaking on everyone's behalf here, but in my case I met with a lot of talented, intelligent and supportive seniors who had total exp of 4-30 years and never for a second made me feel uncomfortable. They taught me a lot of technical stuff which without their support, I would have never understood. They got mixed up with me and my mates with more or less same exp level very easily. Casual/Formal team parties and outings were few things which helped dilute the age & exp barrier. We had a lot of fun together in the office bay as well as outside during my tenure at Ericsson. For this I will always love Ericsson as my 1st IT Organization. 

So as a final verdict, I would recommend this company to anyone who wants to know whether its a good company or not. Just a few cons were there, which I believe is up to the candidates' preferences.

There are great things about working at Cradlepoint. The company has a massive amount of engineering talent, and I genuinely enjoyed working with the other engineers. Every department takes work/life balance very seriously and will work with you to make sure you have the time off you need. The work can be very interesting and challenging, initially my position had me interacting with everything from router firmware to back-end services to UI code. All of these positive aspects make it such a shame that the company can't seem to live up to it's potential. 

The core problem of the company seems to be a really difficult relationship between those at the managerial level and above. I often found myself juggling competing, mercurial, and unclear priorities. Product Management and Engineering have a very uneasy relationship, which sometimes boils over into combative meetings between frustrated engineers and frustrated PMs. While things seemed pleasant enough when I first joined, after a while a real undercurrent of resentment and disillusionment became apparent in the company culture. One of my managers described it as easily the most political place they've ever worked.

I may have been particularly unlucky, but due to the many organizational shakeups the company has gone through I found myself working in tedious projects that I had no interest in. My compensation didn't keep up either; during my 4 years there and despite consistently good reviews, I had to get very aggressive for the one decent raise I managed. 

Compensation ends up being another huge issue the longer you work at Cradlepoint. While I was there, each team was given a flat amount to divvy out to team members as a bonus each year. Teams often had one or two engineers that had been around since the early days of the company, and were the only ones with the accumulated knowledge to triage production issues (cross-team training, while often talked about as a goal, is basically non-existent). This meant that your raise was often competing with engineers that the company simply could not lose. Combine this with an HR department that doesn't seem to know what market compensation actually is for Software Engineers and it's fairly easy to see why the company hemorrhages so much technical talent.  

Cradlepoint was my first job in my software engineering career, and now only after I left do I realize how bad it really was. I do not recommend anyone work there. If you must, try to talk with employees that have left, negotiate your initial salary aggressively, and get out as soon as possible.

Cradlepoint has fantastic products, the hardware is very good. For the most part it is an open source and Python based shop with a great AWS based tech stack, and some top notch engineers to match. The SaaS product doesn't work well on mobile and the leadership is not good.

There are 2 primary offices, headquarters right down town in Boise ID where the majority of the 400+ company is located both the core of the engineering team, senior management, IT, help desk, as well as sales. There is a second smaller office in Los Gatos CA called the "Development Center", in addition Cradlepoint has sales offices in the UK and Australia and they allow remote workers, pre COVID.

In my time here, there have been 2 CTO's neither of which have lived in and worked out of the Boise office. Since the new CTO started 2+ years ago there have been many changes and not all for the better. The current CTO works out of the Los Gatos office. He has been hiring more people he knows for that office and this has created a very odd management dynamic as a manager in Boise has to manage the CTO's buddies who work with him in Los Gatos. It's weird.
Even before COVID there was little communication between the siloed groups, now it is worse. Some weak mid level leadership hired from the remnants of 2 large but now defunct tech business when they collapsed are not helpful. We picked up some good engineers and some not so good managers.
Cradlepoint use to be a place of t-shirts and blue jeans, but it's shifted to managers with collared shirts speaking techno babble and an underlying atmosphere of fear. I remember one meeting where the person didn't even remove his former company's logo from their power point slides.  The message was, this is how we did it there and this is how we will do it here. It's no longer Cradlepoint as one company it's cliques and nepotism as the CTO sends more work offshore from the Development Center.

Several of my engineer friends have left in frustration or been fired as part of Cradlepoint's self inflicted talent drain, others simply left for better paying jobs. We even had one engineer, stand up screaming at his desk and just walk out, it wasn't a code problem, it was a leadership problem. The good news is that we all stay in contact and they remind me that other opportunities exist.

Finding a software engineering job during COVID is possible, we are all online and remote now anyway. I can work anywhere and I don't even need to leave Boise, so now is as good a time as any to jump.

I started as a Tower tech with little experience here worked for 2yrs in new England market and never saw a pay raise. They rely heavily on the lowest position workers (green guys) exceeding their position and making up for higher paid individuals who lack on their job. I saw many guys quit and leave the industry because of this. The fastest learners and hardest workers never get compensated for their efforts. Instead it seemed to always be the opposite. The worse you perform the better off you are to management. Management has no idea of the workers in the field and will believe anything a foreman says about you. Often foremen take all credit for good work and blame all the bad on certain crew members. Many lies were told to management constantly and you have no idea until its too late to cover yourself. Its not the kind of place you can just do a good job and not have to worry about what's being said about you. Extremely unproductive system of management and shows year after year when the market does not make money. The managers are too far separated from the field workers. Overall the worst part about working here is seeing the people that work the hardest and deserve the most never getting recognized or compensated but instead getting continuously abused because management knows they do whatever is asked of them.  Also they will favor race or gender in any situation. If you are black or female you have a free pass to do whatever you want and still have a job. Highly discriminatory environment which is supposed to be what they are trying to prevent. I know this probably sounds ridiculous but this is my exact experience. My co workers always liked working with me because I worked as a team and performed well at my job. I could've screwed other people over to get ahead but I never did and eventually I was laid during covid cuts. It is extremely confusing how I was selected over certain other individuals everyone knew does not deserve a job. The best part of working at ericsson was my co workers. I made a lot friends and met some really good people. Management is not included in those people. I have many industry connections now due to working there so I am thankful for that and the training provided. 

At Ericsson Silicon Valley I wrote tests for line cards and supported contract manufacturers. I helped bring up new boards and identified issues. When new line cards were being developed FPGA images and VxWorks images were in flux so issues always arose so I had a-lot of interaction with those groups.

I enjoyed visiting the contract manufacturers and showing them how to run new manufacturing tests and other debug functions I wrote. They let me know issues they had which I brought back. Getting to know their job in the contract manufacturer helped me write tests and debug functions which were more useful. On one test there was no way I could simply and clearly describe the many LED patterns which needed to be checked on the line card face plate so I took pictures and had that show up on the test fixture screen along with a description.

At Jabil Guadalajara I noticed sometimes the repair technicians made decisions on replacing chips which were clearly wrong. I thought we could easily have our tests keep track of major components which were most likely good and others likely bad and others unknown since tests failed before we got to them. The managers didn't want to proceed with that but if I ever write tests which will be used for system debug I will assume the repair technicians don't know much about the system and report good components not to change.

I liked everyone I worked with. The company had periodic shindigs which I enjoyed.

The only minor thing which was less than ideal was doing my primary job duties didn't result in much career development. I wasn't improving my technical skills much. I had enough free time that I was exploring parts of our line cards on my own but that was mainly for my own development and didn't contribute much to getting my job done.

A typical day at Ericsson telecommunications is installations and integration role which involve remote support and integration, site visits, equipment installation, testing, troubleshooting, system integration, and coordination with engineers and contractors or ASP, vendors, and clients to ensure network performance and project timelines are achieved. The work environment is usually fast-paced, highly technical, and focused on innovation, quality, and safety standards.

From such a role, one can learn the importance of collaboration, teamwork, problem-solving, time management, customer communication, and adapting quickly to new technologies. The experience also strengthens technical skills in network systems, integration processes, and field operations.

Management in companies like Ericsson is often results-oriented, emphasizing efficiency, accountability, continuous improvement, and meeting strict deadlines. Employees are generally encouraged to take initiative and think creatively when solving technical challenges and team collaboration.

The workplace culture is commonly driven by innovation, discipline, collaboration, and high performance. Team members are expected to work under pressure while maintaining accountability, professionalism and delivering quality work.

The hardest part of the job is managing tight project schedules, handling unexpected technical issues in the field, and sometimes working with customers under pressure or in difficult site conditions to meet customer expectations and deployment targets.

The most enjoyable part of the job is successfully completing installations and integrations, without causing outages, seeing systems become operational, learning new technologies, and working with skilled professionals on impactful telecommunications projects.

Ericsson Caribbean ran as a high school, college and blood relative promotion scheme. With non related Support staff doing their jobs in an excellent manner maintaining the machine running. Two college buddies at the top had their three cousins steadily ascending in their careers even though maintaining local and international notoriety for their incompetence, inability to work with others and professional misconduct. Meanwhile the locals providing excellent Implementation, project management, supevisorial, work would remain with out career progression. The culture at the office was known and the "Venezuelan mafia" Regardless of the mismanagement of funds for safety equipment that never made it to the techs and supervisors, inability to maintain security while abroad or even secure appropriate vehicles or transportation for techs and supervisors on the field. Once safety contingency plans were not enforced and my life was put at risk for the second time I decided to part ways with Ericsson even though the international travel and some incentives were slightly attractive. I was asked to come back and I refused to and will not be back.  The combination of blatant nepotism, horrible management, willingness to cover up abhorrent behavior of those put in a leadership position and the lack of regard for the safety of others made me leave immediately. Your typical day at work other than that was extremely enjoyable regardless of the intense amount of work hours you feel accomplished having things run in an efficient and successful manner until the reality of what the inner groups behavior comes into play. I'll never return there till they are all gone.

Took job with them because was told that they had enough work in individual markets to keep people local 70% of the time.
Last day of training they come out and ask everyone if they have an issue with traveling because we will be on the road 98% of the time we are working with them. Traveling is typical of telecom yes but had been told this all throughout onboarding up until the last day.
There was no scheduled rotation or scheduled anything it seemed the majority of the time.
Management was horribly inexperienced and would push constantly to do jobs without proper equipment or mounting assemblys on hand for the job to meet irrational deadlines set by inexperienced managers. 
You are 100% just a number here and will be treated as such resulting in crews constantly being broken up and swapped around.
Getting tools might as well require a blood sacrifice, the trailers are not framed to be worked out of at all resulting in an infuriating mess, towing said trailers is horrible with their vehicle setups, if you stay anywhere other than where their little website says you get an earful from management, at the end of the day I personally felt as though you were viewed as second class. 
If you are looking for a corporate hellscape that cares more about talking the talk, instead of walking the walk and actually supporting their hands in the field this is the last company you want to work for.
All of this was incredibly disappointing to me as I had heard that Ericsson was a great company to work for, it turned out to be just about the worst company I have ever worked for.
A company ran by bean counters and corporate office desk jockeys.

Ericsson have a good mix of oducts and an external perception that preceeds any meeting we go to.  It is really a nice brand, respected.

The internal culture is degrading very quickly, after last aquisitions the culture degraded to a point almost unbearable. 

Management attemting to "Correct" the course through "Manufactured" reports and driving decisions to keep up with an unsustainable image are mistakes the company is currently mal\king. Employees pay the price, and results show for itself that something is uterelly wrong.

It have been a company good to work for until, say, 3 to 4 years ago, when the new reporting style started, and an overalll disrespect for technical advice dominated the company.

Non technical breins runing a technology oriente dcompany are making all kinds of irreversible decisions, losing talents, cracking products from indide out, disclosing IP Core to external partners... a mess.

Hope this gets fixed sonetime soon.

On the employees: The Let's OffShore motto is bigger than it should and knowledge transfer is not taken into acconut. Results: unsatisfied employees without ownership or decisoin power are overrulled by managers without knowledge driving the whole organizatoin to a sandstorm.

Employees are getting very tired of that and many already leaving.

we will end up with a bunch of products driven by a pool of cheap unskilled resources without company hostory that will do their best ot keep something running.

1.	Ensures Incident Management services are delivered according to contractual commitments and provides regular feedback on delivery performance of Incident Management services back into MSIP COO, to MSIP Head of Services Management and towards customer
2.	To be single point of contact (SPOC) for all Incident Management escalations towards customer, MSIP and NOC
3.	Is responsible for Escalation Management communications towards the customer in Emergencies, other urgent situations and manifestations with respect to customer impacting incidents and major network discrepancies

4.	Is responsible for ensuring Incident management activities are dealt with in a controlled and balanced manner with emphasis on restoring impacted customer services as quickly as possible


5.	Is responsible for ensuring major incident reporting is completed and submitted to management within twenty fours of any major incident occurring on the network
6.	Is responsible to ensure that incident profiling is occurring after trouble tickets have been closed and recurring incidents are transferred to Problem Management unit at Service Delivery Organization for Root Cause Analysis activities
7.	Is responsible to ensure that all related and similar incidents resulting in permanent solution identification are programmed at Operations for implementation by appropriate Back Office functional unit
8.	Is responsible for tools, process, communications optimizations relating to Incident Management activities at Service Delivery Organization

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