Cisco reviews

Cisco is full of mid‑level managers who behave like they’re untouchable — because they are. It doesn’t matter how many HR cases get filed or how blatant the behavior is. The same managers who discriminate against women, treat women as objects, ignore boundaries, and act like mini‑gods openly brag that HR can’t touch them. They laugh about it in hallways and treat sensitivity training like a comedy routine. This isn’t a few bad actors; it’s a structure that protects them, and they know it. If you expect real accountability or psychological safety, you won’t reliably find it here. Everyone at Cisco knows that if you end up with a terrible manager, you’re stuck and eventually have to find a new job. I’ve watched that dynamic play out for nearly a decade. P.S. Cisco’s “Best Place to Work for Women” recognition is tied to external PR and doesn’t reflect the internal reality for many women.

- After the mass layoff, workloads doubled, but salaries stayed the same. Management’s answer: "budget constraints." Nothing changes - well, not in your favour anyways. But policy and workload changes? A lot. - You're expected to do more than what you were officially hired for - lead generation, qualification, technical guidance, account creation, and pseudo-account management—but you're still treated and paid like a basic lead qualifier. Commissions are even capped. Imagine closing a deal more than 600k in a single week, but your commission didn't even reflect 1% of that achievement. Instead, rewards are given in the form of cash vouchers or gift cards. - That being said; no career growth & no clear progression from management. Lots of GREAT people have left just because you're so busy focusing on the wrong things. You're punishing TOP achievers just because they don't follow your note-keeping style?? ridiculous. - Recognition is scarce. You keep the engine running, but it feels like you’re invisible unless something goes wrong. Each quarterly meeting is spent on celebrating wins that didn't even reflect back to the team members' contribution. - "Work-life balance" is for other teams & upper management. For the rest of us, it's 5 days in the office & you can only make calls at your own desk, not in any of the designated quiet room. Reason being: they want to SEE & HEAR you make the calls. As if we don't use recording tools. Micromanagement at its peak. - Leadership is disconnected from day-to-day struggles. Feedback feels like it goes into a black hole. Pointless. Weekly check ins? Useless.