Good demonstration of Peter principle - Avis employé Employé (anonyme) AMD

1,0
14 févr. 2013
Employé (anonyme)
Recommande
Approbation du PDG
Perspective commerciale

Avantages

They make cheap crap? GPU hardware is good.

Inconvénients

The Peter Principle is a belief that, in an organization where promotion is based on achievement, success, and merit, that organization's members will eventually be promoted beyond their level of ability Boy is this true for AMD's "management". A tech company that's run like an automotive shop floor. The idiot "managers" like to feel important and always thump their "authority" at every opportunity. Read review from Feb 4. If you stick around for long enough at AMD, survive a few layoffs, and wait out all the people with potential who leave for better jobs, you'll become management, and you'll have your own crop of rejects to boss around. AMD is a second rate company, because they hire and promote second rate people. This is especially true in psuedo-technical departments (software QA). Software QA has no scientific process, it's as if the whole company runs on "compile and run" testing methodology that college kids use in CS 101 when learning to program. The intranet site is crap, all the software tools, bug tracking system are 10 years old.

Découvrez plus d’avis sur AMD

5,0
26 juin 2026
Recommande
Approbation du PDG
Perspective commerciale

Avantages

work life balance, good team

Inconvénients

fast releases, no much events

4,0
13 avr. 2026
Recommande
Approbation du PDG
Perspective commerciale

Avantages

It's a big company. So, a lot of great benefits and high pay. Also, a lot of opportunity for career advancement and internal transfers if a particular job/team doesn't fit (to avoid losing RSUs). Plus, they're not too hard on you regarding performance since all the performance reviews are qualitative rather than quantitative (that could be both a pro and a con, honestly).

Inconvénients

It's a big company. So, a lot of bureaucracy. They get in the way of themselves requiring endless approvals for spending. Also small organizations within AMD being territorial about their particular domain rather than being as open as possible inhibits rapid progress. Also, pushing for "diversity and inclusion" is racist. They should ignore race, not try to have a representative sampling of the population. I give them a low score there because DEI is racist. But not minimal because it's only something the HR dept cares about, normal employees effectively ignore race from what I can tell. So even if management is woke, the company (the individuals) are not.

2
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