Maxis Communications Employee Reviews & Ratings

Wish we were downtown on the main transit lines, my commute to Southwest Parkway is rough,

Work force and budgets keep getting reduced so there is more to do, and less people and money to do it with.

Too much churn in project definition and priorities. Need better alignment of cross-organization priorities. Some groups become way over-stretched.

Promotions rare, unplanned attempts do get things accomplished only results in more work. Hopefully , the company does better soon. Layoffs have been a concern recently..more than anything

Management needs to take feedback from employees and work on it.

management sucks, bonuses are virtually nonexistent, vacation policy is horrible

Specific to the SoC Verification team: There is so much automation of flows, that it takes lots of consistent effort to know how things work. One tends to get comfortable. Years pass but you dont seem to have learnt skills demanded by the market (UVM/SV, SystemC , VIP modelling, etc)

not enough resources and too much work

Lower compensation in comparison to other companies but still decent. Long hours depending on teams. Understaffed resulting in higher workloads.

IT infrastructure is not of good standard.

stressful work hours in office

You won't have very much free time

lots of competition in this market so you have to really aggressive !

Location makes it hard for food, need car

- Market position, contractual obligations, poor product execution and senior management turnover make AMD's long-term survival an iffy proposition - A layoff a year for the past four years.

There are no cons in my opinion

Constant churn on all fronts, it's like the a big tumbler for bingo balls and every once in a while a product pops out of the randomness. Teams are in silos and there is a significant lack of cross functional communication and alignment of goals/strategies.

Small bonuses during tough times

Financial concerns are pulling the team spirit down and also high talent -as I did- is leaving the company. As a result all ESPP and stock bonuses meant nothing after few years.

boring, difficult, too big, difficult advancement

Immediate Management needs to improve

Unclear future of the company. Benefits being stripped away or insufficient to keep good employees (sabbaticals, bonuses, stock valuation low)

Work-life balance can improve. Compensation not matching top peers. Less benefits compared to competitors. Lack of research and software focus.

None no words or complaintz

compensation can be a bit lower than other places. No other major complaints. Starting to be more flexible with compensation

Senior management in marketing is a complete train wreck. Terrible, terrible managers with limited subject matter expertise. Every half-way competent person in marketing is half out the door.

Mostly Asian language (Chinese mostly) spoken, very hard to get information that you normally get just from being in the office and listening to others' conversations. Couldn't jump into someone else's conversation happening at the cubicle next door since it was all in Chinese. Lots and lots of Chinese spoken in the hallways and even in meetings. I was one of 5 non-Asians and I was surprised at how much non-English is spoken openly. I tend to think that if you are going to speak a non-English language, you do that privately with your group. Especially not in meetings or places where others are there who can't speak your language.

The financial deficit made company set more constrain on the resource. People may overload due to tightly resource issue. Lacking competitive road map right now.

Started getting very political, roadmap focus became shaky.

Where to begin on this one... first of all overall employee morale is abysmal. Employees feel like they're in the dark about what is happening with the company, and at the same time unempowered to affect the changes they know need to be made. There seems to be an unwillingness by senior management to make the difficult changes which leaves "empires" within the company untouched letting major issues fester. On top of that, there has been a significant amount of promotion from within lately leading to the same thinking and same issues continuing to repeat themselves within senior management. All in all, major structural changes are needed at AMD to right the company. It starts at the top and needs to continue through several levels of management to get the right people, right attitudes, and right talent in place.

Some manager at AMD is really bad since he is not valuing his employee based on performance but based on his perference.

nothing to improve, AMD is doing good.

A bit slow paced compare to software

Because the company was losing money for several years, the benefits are below average, not much perks. Historically the company has been an underdog to the competitor most of the time.

Can provide better benefits compared to the market

Should hire manager with right experience and knowledge.

-Located in Markham (horrible traffic). -Small percentage of women.

Fragmented plan from executive team.

Some organizations have a top down modus of operandus. Some preferential treatment

Very slow career growth, low pay, engineers become people managers with no training

Not an industry leader like Apple or Nvidia

Senior management communicates poorly with lower level workers. Employees have very little confidence in the roadmap laid out by management. Perplexing decisions made with seemingly little consultation from those who do the work.

Poor revenue and limited financial growth. Poor management unable to turn around the company

They don't have steady growth across different groups and management really doesn't care about frustrated employees. Many good talent were lost.

No cons till now encountered

Can improve on skills development; Can provide more upward mobility; Can improve with compensation;

Dotted line and matrix reporting causes more confusion than its usability. Adhering to processes is a bit lax (though it seems to be improving now) Managers dont have much capacity to identify performers from non performers hence career growth gets difficult.

No diversity in and around teams

- CEO changes frequently as well as road maps - Projects frequently cancelled before tape out

Bonus/Variable pay Less opportunity for growth Bad management Layoffs