Poor management that is not up to the task - that's all you need to know - Mitarbeiter (anonym) bei Mathematica: Mitarbeiterbewertung

2,0
8. Mai 2026
Mitarbeiter (anonym)
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CEO-Befürwortung
Geschäftsprognose

Pros

The pay was good and the benefits were fine to good.

Kontras

Horrible management that has not been up to navigating challenging circumstances since at least mid-2024. Very slow to change or adapt because there's a culture there that Mathematica's approach is superior to anyone else's. They rely on their approach - which has been successful, but is not adaptable to changing circumstances - to their detriment. Competitors were incorporating AI powered tools years ago - but Mathematica was SURE that its way was the right way. OOPS! Nearly 40% of the staff was laid off - but, incredibly, no one in senior management was. The way the layoffs were handled and the treatment of former employees subsequently has generated deep bitterness - and led to many former employees working to help competitors take work away from Mathematica, a task made easier by Mathematica's slow pace of reform and change.

Mehr Bewertungen zu Mathematica entdecken

5,0
11. Apr. 2026
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CEO-Befürwortung
Geschäftsprognose

Pros

Great colleagues, 401k match, and interesting work

Kontras

Work life balance could be improved and more ability to move between departments

3,0
29. Juni 2026
Mitarbeiter (anonym)
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CEO-Befürwortung
Geschäftsprognose

Pros

Smart people, impactful work. A real community.

Kontras

Poor strategic planning. Rather than performing real analysis and proactive thinking, leadership reacts to the environment. Strategy development and implementation at Mathematica seems like leadership throws wet spaghetti against the wall to see what sticks. In the 2010s, it was predictive modeling. Rather than proactively using predictive modeling to support their client's goals and the organization's mission, they created a data analytics division, hired smart people, and provided no guidance to support the division. Today, AI has replaced predictive modeling. These examples provide two instances of failures of corporate leadership; many more exist. Unfortunately, the company suffers from short-term incentives and an aversion to long-term investments. As an employee-owned company, you would think that the board and leadership would be more responsive to the employees. No! Over time, they have removed employees' voices from decision-making and focused on increasing their own power and independence.

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