QAD
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QAD Work-Life Balance & Wellbeing
This page was generated by Built In using publicly available information and AI-based analysis of common questions about the company. It has not been reviewed or approved by the company.
What's the work-life balance like at QAD?
Strengths in flexibility, supportive culture, and generally manageable workloads are accompanied by pressures from peak delivery cycles, site-specific office requirements, and transformation-related strain. Together, these dynamics suggest a mixed but workable balance that varies by team and location, with healthy stretches punctuated by predictable spikes.
Positive Themes About QAD
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Remote or Hybrid Flexibility: Flexible arrangements, including virtual-first or hybrid setups in some regions, provide time/location autonomy that can ease daily load. Home-office support and remote norms help maintain balance outside peak delivery phases.
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Supportive Culture: Colleagues are often described as friendly and collaborative, with a strong team/family feel that reduces day-to-day strain. Managers frequently support training and development, which can make busy periods more sustainable.
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Workload Manageability: Workloads are commonly characterized as manageable overall, with many teams operating at a steady pace outside major release or go‑live windows. Scheduling and capacity tools, along with structured cadences, aid prioritization and help keep work from consistently spilling over.
Considerations About QAD
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Time Pressure: Spikes occur around customer go‑lives, system transitions, quarter ends, and major product pushes, sometimes requiring long hours or weekend work. Tighter deadlines and a fast pace in certain teams can elevate stress.
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Remote or Hybrid Limitations: Stricter in‑office expectations in some locations (e.g., multiple days per week with attendance tracking) reduce flexibility and add commute time. This shift can make the same workload feel heavier.
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Turnover & Resourcing: Layoffs and ongoing organizational changes have increased uncertainty and redistributed work in places, amplifying pressure for remaining staff. Role ambiguity and added approvals during reorgs can slow progress and extend hours.
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