Great Company but watch out Graduate Application Developers.
Pros
People were great, building was a fun place! Compensation and package overall is good! The summer/Christmas parties were unreal! The company has quite an employee centric philosophy overall so it is a great place to work. The proprietary language/stack has one benefit for graduate. Amongst new hires from graduate to senior, everybody has to learn the new language and stack. If you can learn it quickly an excel in it, you can become more valuable than a more experienced person with less experience in the proprietary stack. This can help you gain more responsibility and become a leader :) These are great benefits and workday is a great place overall.
Cons
Workday is ahead of the curve in many ways, but for me in these areas it was sub-par and something I believe that needs fixing. The following cons come not just from my own experience but also from other colleagues and friends within Wday. The proprietary stack is a double edged sword for graduates. 1. You aren't working with current industry standard tech, or building skills that are easily generalisable to other roles. 2. It can therefore feel like you've pigeon holed yourself. 3. This can leave you with a weakspot for technical interviews with other companies in the future. Joining as a graduate can mean you are artificially held back this a notional timeline that dictates how fast you can advance, be promoted or have compensation adjusted. A common thing is that you cannot be promoted within a year of joining or within a year of your last promotion. Since evaluations are twice a year, realistically it can be 18 months before you can even be considered for promotion or advancement. The counterpoint of this, is that new joiners can get an aggressive package. Someone with the same amount of experience as you can join later and receive a better compensation package. This can leave current employees feeling less valued. This also encourages churn. This also means that opportunities are given to people based on time they've spent with the company rather than capability. Past contributions or current performance. can't trump time spent with company. This can lead to frustration within teams. The best way to break out of standard timelines or seek a compensation adjustment is to find a new job, get an offer and let workday know that you have other options.
