Long list ahead, many of the same things you will see in older reviews:
- The starting salary that is no longer competitive in Dublin, and lots of big differences in salary between people on the same team. If you apply, and you know someone who works in Tableau, try to ask them what they started on to compare your offer so that you're not being low-balled (good advice for any job).
- Don't expect annual pay talks to reflect the work put in. Many support staff who worked hard through a very difficult year got less than 2% raises (many got 1% or even 0%), and often not a full bonus. It will be impossible for SF/Tableau to keep good talent if they are unwilling to recognize and reward hard work. After attending company All Hands meetings where you hear record sales & revenue numbers, and then hearing that your wage won't increase to even match inflation, is insulting at best.
- Career progression within the support teams is very limited. Almost no opportunity to move outside of the technical support structure unless you manage to make an internal move to SF.
- After the Salesforce acquisition Tableau's identity was forced into becoming an extension of Salesforce. Most employees are forced to use two different VPNs with two different 2-factor authentication methods and swap between these several times a day. There are also regular mandatory trainings on 'Ohana'-themed Salesforce topics, often which are of no relevance to you in any way and rarely take less than a couple of hours.
- Massive turnover of support staff. . Some teams experienced an exodus of staff and no new people were hired to fill those shoes in Dublin. Instead, a Hyderabad office was opened and most of those employees were thrown in the deep end after very little training or ramp-up. This puts even more pressure on the already swamped tech leads to support a region of under trained engineers whose onboarding was accelerated to cover the headcount gaps left by staff turnover.
- Burnout. Support engineers are regularly overwhelmed by the high volume of case assignment (caused by the reasons mentioned above). It is not uncommon for one or more engineers to be on stress leave or taking time off for mental health reasons.
- A mandatory Sunday-work rota was rolled out to cover the understaffing. This is on top of your regular 9-5 Mon-Fri duties.
- Because of the queue size and long waits for low-priority cases to be assigned, many customers are already very upset or even angry by time you make first contact so engineers end up managing account relations.
