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Elena Bajic
2006
3.7
Recommend to a friend
76%
Say this is a great place to work
68%
Proud to have on resume
79%
Employee - Manager / Senior Manager
Typical California tech company culture.
Employee - Manager / Senior Manager
Wish there was better communication. Also, would recomment treating remote employees as they do at HQ.
Employee - Analyst / Associate
Challenging/new-tech-development work, good HR policies and benefits = work-hard / play-hard. The best health-care benefit packages that my doctors have seen (and I am talking about the greater-NYC-area) for me and my family, flex-hours, basically a supportive company culture.
Employee - Analyst / Associate
Qualcomm is a technology giant and leads the way in Communications. Having this on my resume is great.
Employee - Analyst / Associate
Greater focus on big-data collection/analysis/use.
Employee - Director
Work culture is focused more on innovation and execution, and often fails to achieve necessary collaboration and harmony required among multiple teams.
Employee - Director
Qualcomm is well respected for its innovations and contributions to cellular mobile industry and attracts the best talent. While working at Qualcomm is rewarding, you may get easily left out if you don't have the tact and enough push to climb up the ladder.
Employee - Manager / Senior Manager
There are a few things I'd change if able to. Layoffs, how it's very political, too many directors and VP's, and how there's way too many conflicting projects going on with no or little coordination between them.
Employee - Director
While Qualcomm is very much focused in executing well at its mainstream mobile technologies, it has failed to gain significant traction in the emerging adjacent markets at the root of convergence of computing, communications and IT industries. Leveraging industry support effectively and focusing resources on next big emerging technologies is needed for the long term prospects of the company.
Employee - Director
Important decisions are only made at the C-level. There is little opportunity for entrepreneurial efforts to succeed because of central management is bureaucratic. Executives get jazzed and fund an idea then abandon it. They do not listen to lower level employees concerns until they hit crisis level. Then they respond to the crisis in a reactionary manner by throwing resources at the problem. This spend/starve/spend cycle repeats itself over and over again. They also out way too much equity into the idea that only the ideas of engineers are substantive. They need people with broader skill sets in management.
Employee - Director
Employees are generally collaborative but politics can be a problem. Like many large companies many hiring managers only hire employees they view as non threatening to their own positions. The result of this self -protection is that the caliber of many second tier employees is good in that they are collaborative but not great. These second tier employees also tend to reinforce a pervasive buddy system that promoted mediocrity and undermines creativity and risk taking.
Employee - Director
Needs to improve transparency of executive communications regarding objectives and priorities to rest of company.