Saviynt
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Saviynt Leadership & Management
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.
How are the managers & leadership at Saviynt?
Strengths in clear strategic vision and inclusive signals coexist with pronounced cultural strain, execution gaps, and insufficient day-to-day employee support. Together, these dynamics suggest top-level alignment on direction while uneven managerial practices and operations may hinder consistency of delivery and employee experience.
Positive Themes About Saviynt
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Strategic Vision & Planning: Leadership consistently articulates a clear, cloud-first and AI-powered identity strategy with defined mission and vision, and executives are explicitly tasked with corporate strategy and product roadmaps. Feedback suggests a cohesive focus on a converged identity platform, global expansion, and partner ecosystem growth.
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Inclusive Leadership: Some employees describe leaders as approachable and respectful of subject expertise regardless of hierarchy. The company highlights commitments to inclusion, including programs to empower women through mentorship, leadership development, and inclusive policies.
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Development & Mentorship: The organization promotes mentorship and leadership development initiatives as part of its culture. Individual managers are spotlighted for mentoring and training their teams, fostering growth and customer advocacy.
Considerations About Saviynt
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Toxic or Disempowering Culture: The organization is described as "immature" and "very hard to work with," with reports of a strenuous, extremely fast-paced environment and long hours. Comments also point to poor work-life balance, rude or condescending managers, and overall dissatisfaction with the team environment.
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Poor Execution: Operational areas such as backend, support, and documentation are characterized as a "mess," and massive turnover is said to impact service management. Some customer-facing interactions reportedly lacked answers to deeper technical questions during demos.
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Neglect of Employee Support: Onboarding support from direct managers is described as inadequate during the first 90 days. Employees cite micromanagement and limited support, making it difficult to get help when needed.
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