What is the hiring process like at Sprinklr?

- Great office space at multiple locations - Salary is competitive - Unique & Awesome product when used correctly - Fantastic hiring and efficient hiring process - Remote and Work Life Balance very achievable

- Need a Doctorate to use product effectively - RIF's ruined customer credibility (CS, MS, SALES specifically) - Operational debt has crippled efficiencies - Employee attrition has created a void in ICs and management - Health Benefits are below average - Completely lost culture that made company a great place to work - New Leadership has changed company culture negatively

Very positive Interview process! and even more positive 60days in! Great Team! Great People! Great Culture! All Great! Looking forward to the next '60' years! (which would be an achievement personally!!) since that would mean that I will have aged extremely well...

No Cons that I can write right now!

- Powerful product. Easy to learn, difficult to master. - Great benefits. Especially healthcare/ medical insurance. - Decent pay. - Decent work hours once you know how to lead project and distribute tasks. Usually get off on time.

If you're in APAC Consulting, 99% of the workforce is in India. They hire 1 - 2 person in Korea, Japan and other SEA countries due to the language barrier. Good luck following their timezones. I often receive reply or meeting requests late in the afternoon where everyone is ready to log off, but they are just starting their work. And oftentimes customers/ consultants that needs support only receive a redundant reply 7 hours later. You're on your own. Also remote delivery is the default where no face to face with customers which makes the consulting engagements 100x times harder for no reason. They developed a powerful CX product but as other reviews mentioned here, they have no idea how to position it. When I joined it was supposed to be heading towards CRM competing with Salesforce. Halfway through they decided to pivot towards the contact center industry, changes the direction entirely, but then still keeping their marketing/ads module. One of the most terrible decision they made is to change the productivity and comms tools from Slack/ Google to Microsoft. Nobody wants the change, the migration process is terrible, and thousands of knowledge and documents lost in the process, but the management decided to proceed anyway. It's like they make extra special effort to prevent from doing your job properly. MS Teams is THE pile of excrement that I am forced to use. It used to be decent but now management 'leaders' are bean counters with no real expertise or domain knowledge in the industry. After several key competent senior leadership left: As a result, people in the field actually doing their job is suffering greatly. I often see my colleagues in India reply to messages at 3-4am. We have been asked to 'attend training' where we are expected to listen to the recordings but at the same time so swamped with projects we can't do both at the same time. Does the management care? No, they just asked us to complete the training before the deadline and as long as the progress bar in their excel sheet is moving. Whether you learned anything or not is not their concern at all. People in India is promoted so fast whereas other countries' consultants are stagnant for years.

The interview process at Sprinklr was comprehensive with five well-structured rounds. Each round was consistent, and the time allocated was neither too long nor too short, making the process efficient and focused.

My interview experience was smooth with no major hiccups or issues to report

Good office space and location, decent benefits and pay for the role.

Management is clearly very slow to promote from within, despite what is said, with many SDRs having been in the role for years. The social environment easily became hostile to new employees who did not fit in with the long-timers. Management hired for diverse backgrounds and experience, but didn't always ensure the people they hired were given what they needed to succeed. Incentives and forced games often took away focus from actual work and were highly competition-based, energizing those who liked competition and demoralizing those who were looking to simply work or build a more cooperative environment as advertised throughout the interview process.

Really loved the recruitment process at Sprinklr. Very well organized and recruiter that follows up and engage across the entire process. Some great meetings to learn more about the company as well as a very supportive approach

Nothing really. Best process I have been a part of

Remote and that is it.

This company will lie and promote a false bonus structure during the recruitment process. After I was hired, I was then told I would not be receiving the bonus at all because I was not eligible, and that I should reference the paperwork that I signed when I started. I was never given any paperwork that indicated there was a very specific eligibility requirement. I had to meet with my manager and ask her about if I was or was not eligible every week for 6 weeks before I was told I was not eligible, and that they 'forgot' to give me the paperwork. I was also told they 'forgot' to give many other new hires this paperwork too. This place is completely disorganized, and cares only about their share price after going public. Do your self a favor and don't even bother applying here. I was only here for 9 months because I realized how much of a disaster it was there - and I knew many others that started and quit in under a year.

Exciting times to be working with Sprinklr, especially with incorporating AI within the product modules. Also, the company's culture generally motivates you and the internal teams are supportive of your goals and mental health.

The onboarding process can be improved from a product perspective.

Opportunity to gain exposure to high-volume recruitment operations Interaction with multiple stakeholders and hiring teams Fast-paced environment that helps build basic coordination skills

Lack of structured processes and clear communication Heavy workload with unrealistic expectations Limited support and guidance from leadership Minimal learning or career growth opportunities Work-life balance is often compromised

1. Strong focus on delivering real customer value. 2. Powerful technology with a huge range of use cases. 3. Well-adopted customers genuinely love the platform and increase their investments. 4. Sprinklr integrated with Salesforce or Microsoft (etc.) CRM outperforms ANY other CXM/Engagement + CRM combo. 5. Some incredible talent across various functions 6. Strong earnings potential in sales, one of the most fun SaaS offerings for solutions consultants and customer success. I have worked with a number of Tier 1 technologies in my career and Sprinklr is definitely one of the very best offerings. If you're considering a role at Sprinklr, I recommend checking Glassdoor reviews by region to get a clearer picture of the experience in different locations. For example, Germany has consistently demonstrated strong leadership and a solid track record, making it a great place to consider. Other regions, such as Australia, may require a more careful assessment before making a decision.

1. Too Much Change & Conflicting Agendas Sprinklr has always been top-heavy, leading to conflicting priorities and internal politics that weaken execution in the field. This has only intensified in recent years, as leadership changes have further destabilised teams. 2. Terrible Talent-to-Waste Ratio The organisation has a bizarre mix of incredibly talented individuals and politically motivated underperformers. Unfortunately, internal politics often result in top performers leaving while those who excel at finger-pointing remain. Examples: A highly respected senior leader from Salesforce was hired in Singapore—an experienced operator with an excellent track record and reputation who could have elevated the region’s performance. Less than a year later, he was pushed out, largely due to internal politics and resistance from legacy teams. In Australia, the original sales team struggled for years to hit ANY targets. According to them the reasons ranged from market being too small, Sprinklr being too expensive and competitors handing their products out for free. From 2020 onward, new leaders and sales reps turned the office around, achieved targets, and quadrupled the team size. However, most of those top performers have since left, while legacy team members remain. Today, the region survives largely due to one standout individual who joined in 2021 and a great success manager/turned solutions consultant. Without those two, the region would be back at square one. Sprinklr has great potential—a strong sales methodology, a fantastic product, and a huge market opportunity. Yet, leadership (both at HQ and regional levels) has consistently mismanaged execution. Again, the German team is a good example where strong leadership has cultivated a great collective mindset and consistent high performance. Then again, in other regions, such as APJI, a recent senior leadership change raises serious concerns that could make things even worse. 3. Sales at the Expense of Success & Value Sprinklr's product is powerful but complex, requiring significant support for proper adoption. However, recent layoffs and hiring trends indicate a heavy focus on sales at the expense of customer success and long-term value delivery. LinkedIn activity reveals a clear pattern—many seasoned Customer Success professionals have been let go, while hiring is primarily focused on sales. Customer Success is critical to Sprinklr’s GTM, yet it is being diminished, which could hurt long-term customer retention and value realization. The new CEO’s track record is centered around M&As and business exits, raising questions about whether Sprinklr is being positioned for a sale rather than long-term growth. Final Thoughts: If you find a great team and strong leadership, Sprinklr can still be a very rewarding place to work, with a great product and solid earning potential. If something feels off during the interview process, trust your gut and run for the hills.