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Farmers Edge

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Farmers Edge FAQ

Have questions about working at Farmers Edge? Read answers to frequently asked questions to help you make a choice before applying to a job or accepting a job offer.

Whether it's about compensation and benefits, culture and diversity, or you're curious to know more about the work environment, find out from employees what it's like to work at Farmers Edge.

All answers shown come directly from Farmers Edge Reviews and are not edited or altered.

30 English questions out of 30

June 17, 2021

What is health insurance like at Farmers Edge?

Pros

Try new things, learn some modern tech, some good people, Canadian health benefits are okay. I'd consider working here as a stepping stone to get some experience and save some money, if you can't find a better place to work. The subject matter can be interesting but it's rare to be taught much about it.

Cons

Low pay, toxic culture, no trust from the C level, developers are expendable, under-staffed design and QA teams, MANY LEAD/DEVELOPERS ALL JUST QUIT IN 2021. Developers were typically hired between $50-60k. Seniors were $60-70k. Leads were $70k-90k. only 1 person had $90k All in Canadian Dollars. In 2021 the company went public. A week before that, they let go 1-2 developers from almost EVERY team. The developers were not warned. Those people were let go in the morning via a meeting right after they started work for the day. They were just erased from slack and email, and no one was told what happened. The company never put out any messaging that explained why they did it, nor did they address employee concerns or show any emotion. In fact the only email that hinted at it, was from CTO, who posed it all like a positive situation where nothing but blue skies and new opportunities were ahead. This obviously was a brutal hit to employee morale. It displayed to the developers how expendable we were, and that if we were let go, no remorse would even be showed. The company typically pays people as little as possible. New grads from the University of Lethbridge were historically hired at low salaries and then the pay was only rarely increased if they were able to find a promotion, of which there were few opportunities. After letting so many people go, and many people quitting, they are now trying to hire people to fill in again. This will undoubtedly cost more money because new hires are not going to accept the low pay of the people who were let go. It's depressing seeing new people, with less experience, come in and get paid more than you. The Lethbridge office was under-resourced, lacked proper cleaning, everything was generally cheap. You had to drive on a bumpy gravel road to get to the office. ALL because it was cheapest way to get a building. It was one in the Industrial section, working next to trucking companies. TOXIC CULTURE LACKING TRUST C-levels are not experienced or knowledgeable about anything tech related. In the past, if they didn't like an estimate, they might outsource the work to a contracting company, which ends up going over-budget and costing much, much more and just resulted in unmaintainable code in the long-run. But at least they didn't have to listen to their own people, right? C-levels are largely unaware of how bad it was because they immediately focused on their next projects and left this to eventually fall back into the lap of the development teams. Developers are almost in a competition to push themselves and give low estimates because everyone is under unneeded crunch caused by poor planning. The company has never actually put adequate resources into planning and design of their products. For product design/planning the opted to hire from within. This might be okay, but not when you take a farmer and make them into a product owner. They might know the domain but they know nothing about creating products. This would seem obvious to most people but not Farmers Edge CEO or CTO. Just because you can drive a car, doesn't mean you can run a team that designs and builds cars. The CTO has a particularly bad reputation about being ignorant of anything tech-related. People expect him to not understand the context of any meetings he's in. People expect him to come down heavy handed and punish people for mistakes. Buzzwords + fake it til' you make it + playing politics + buddy buddy with CEO. Expect to be given next to no requirements, then expected to give accurate estimates that you may be held accountable for. AKA "Tell me how long it will take to accomplish this "magic thing" and your estimate better fit this timeline that my boss was told by his boss". Then, "why isn't this done? You gave a rough estimate with no info and I thought it was accurate and now I have to beg my boss for my time because my boss is a nightmare". The development side of the company is a shadow of its former self. Currently being pushed out of Canada and into the USA. The culture used to be good but the people who created it are all gone. Most people who are left, are new and don't really know about these issues in the company yet. Around 20 developers have left during 2021, including most of the lead developers. Massive amount of brain drain has happened and it's unlikely that the remaining people have any idea what knowledge was lost. Also the company is trying to have bad reviews taken down but the bad reviews are true...so? Also please note recent 5 star reviews with barely any information that were added as a reaction to the bad reviews.

Advice to Management

Hire well. Manage Little. Hire experienced people who know how to make software products with a high level of quality. Then be very minimally involved. You put a company together but you should not be involved in tech decisions. Do business relationships, do ideas, do farming stuff. Don't make decisions that end up crippling the development side of the company. Developers care about making something they can be proud of. They literally WANT to make good software for you. But ridiculous timelines, lack of resources, no trust, and constant jumping to new features, makes it impossible for developers to do a good job. Essentially everything we've made is like an early alpha version. We've never worked on ONE thing long enough to even call it really ready for an initial version. Most developers would not want to show off what we have produced because we are not allowed to put our best foot forward. Good developer culture involves trust, training, documentation, and freedom to do what is needed to make a good product. Developers and proper development managers will do what it takes to make a good team that can deliver products. But if they aren't allowed to control anything because of a paranoid C-level, then they just end up feeling hopeless and dreading any meetings with their bosses. Their hands are tied and they can't make a real difference so then it's just survival mode and hunting for new jobs. Farmers Edge is currently experiencing a paradigm shift and maybe you can recover but it's pretty brutal how many people have had enough. Maybe you can hit a development "rock bottom" and start over.

Try new things, learn some modern tech, some good people, Canadian health benefits are okay.

June 17, 2021

See 1 more answer

June 17, 2021

Does Farmers Edge offer an employee assistance or workplace counselling program?

Pros

Try new things, learn some modern tech, some good people, Canadian health benefits are okay. I'd consider working here as a stepping stone to get some experience and save some money, if you can't find a better place to work. The subject matter can be interesting but it's rare to be taught much about it.

Cons

Low pay, toxic culture, no trust from the C level, developers are expendable, under-staffed design and QA teams, MANY LEAD/DEVELOPERS ALL JUST QUIT IN 2021. Developers were typically hired between $50-60k. Seniors were $60-70k. Leads were $70k-90k. only 1 person had $90k All in Canadian Dollars. In 2021 the company went public. A week before that, they let go 1-2 developers from almost EVERY team. The developers were not warned. Those people were let go in the morning via a meeting right after they started work for the day. They were just erased from slack and email, and no one was told what happened. The company never put out any messaging that explained why they did it, nor did they address employee concerns or show any emotion. In fact the only email that hinted at it, was from CTO, who posed it all like a positive situation where nothing but blue skies and new opportunities were ahead. This obviously was a brutal hit to employee morale. It displayed to the developers how expendable we were, and that if we were let go, no remorse would even be showed. The company typically pays people as little as possible. New grads from the University of Lethbridge were historically hired at low salaries and then the pay was only rarely increased if they were able to find a promotion, of which there were few opportunities. After letting so many people go, and many people quitting, they are now trying to hire people to fill in again. This will undoubtedly cost more money because new hires are not going to accept the low pay of the people who were let go. It's depressing seeing new people, with less experience, come in and get paid more than you. The Lethbridge office was under-resourced, lacked proper cleaning, everything was generally cheap. You had to drive on a bumpy gravel road to get to the office. ALL because it was cheapest way to get a building. It was one in the Industrial section, working next to trucking companies. TOXIC CULTURE LACKING TRUST C-levels are not experienced or knowledgeable about anything tech related. In the past, if they didn't like an estimate, they might outsource the work to a contracting company, which ends up going over-budget and costing much, much more and just resulted in unmaintainable code in the long-run. But at least they didn't have to listen to their own people, right? C-levels are largely unaware of how bad it was because they immediately focused on their next projects and left this to eventually fall back into the lap of the development teams. Developers are almost in a competition to push themselves and give low estimates because everyone is under unneeded crunch caused by poor planning. The company has never actually put adequate resources into planning and design of their products. For product design/planning the opted to hire from within. This might be okay, but not when you take a farmer and make them into a product owner. They might know the domain but they know nothing about creating products. This would seem obvious to most people but not Farmers Edge CEO or CTO. Just because you can drive a car, doesn't mean you can run a team that designs and builds cars. The CTO has a particularly bad reputation about being ignorant of anything tech-related. People expect him to not understand the context of any meetings he's in. People expect him to come down heavy handed and punish people for mistakes. Buzzwords + fake it til' you make it + playing politics + buddy buddy with CEO. Expect to be given next to no requirements, then expected to give accurate estimates that you may be held accountable for. AKA "Tell me how long it will take to accomplish this "magic thing" and your estimate better fit this timeline that my boss was told by his boss". Then, "why isn't this done? You gave a rough estimate with no info and I thought it was accurate and now I have to beg my boss for my time because my boss is a nightmare". The development side of the company is a shadow of its former self. Currently being pushed out of Canada and into the USA. The culture used to be good but the people who created it are all gone. Most people who are left, are new and don't really know about these issues in the company yet. Around 20 developers have left during 2021, including most of the lead developers. Massive amount of brain drain has happened and it's unlikely that the remaining people have any idea what knowledge was lost. Also the company is trying to have bad reviews taken down but the bad reviews are true...so? Also please note recent 5 star reviews with barely any information that were added as a reaction to the bad reviews.

Advice to Management

Hire well. Manage Little. Hire experienced people who know how to make software products with a high level of quality. Then be very minimally involved. You put a company together but you should not be involved in tech decisions. Do business relationships, do ideas, do farming stuff. Don't make decisions that end up crippling the development side of the company. Developers care about making something they can be proud of. They literally WANT to make good software for you. But ridiculous timelines, lack of resources, no trust, and constant jumping to new features, makes it impossible for developers to do a good job. Essentially everything we've made is like an early alpha version. We've never worked on ONE thing long enough to even call it really ready for an initial version. Most developers would not want to show off what we have produced because we are not allowed to put our best foot forward. Good developer culture involves trust, training, documentation, and freedom to do what is needed to make a good product. Developers and proper development managers will do what it takes to make a good team that can deliver products. But if they aren't allowed to control anything because of a paranoid C-level, then they just end up feeling hopeless and dreading any meetings with their bosses. Their hands are tied and they can't make a real difference so then it's just survival mode and hunting for new jobs. Farmers Edge is currently experiencing a paradigm shift and maybe you can recover but it's pretty brutal how many people have had enough. Maybe you can hit a development "rock bottom" and start over.

Try new things, learn some modern tech, some good people, Canadian health benefits are okay.

June 17, 2021

See answer

June 17, 2021

Does Farmers Edge offer health savings accounts?

Pros

Try new things, learn some modern tech, some good people, Canadian health benefits are okay. I'd consider working here as a stepping stone to get some experience and save some money, if you can't find a better place to work. The subject matter can be interesting but it's rare to be taught much about it.

Cons

Low pay, toxic culture, no trust from the C level, developers are expendable, under-staffed design and QA teams, MANY LEAD/DEVELOPERS ALL JUST QUIT IN 2021. Developers were typically hired between $50-60k. Seniors were $60-70k. Leads were $70k-90k. only 1 person had $90k All in Canadian Dollars. In 2021 the company went public. A week before that, they let go 1-2 developers from almost EVERY team. The developers were not warned. Those people were let go in the morning via a meeting right after they started work for the day. They were just erased from slack and email, and no one was told what happened. The company never put out any messaging that explained why they did it, nor did they address employee concerns or show any emotion. In fact the only email that hinted at it, was from CTO, who posed it all like a positive situation where nothing but blue skies and new opportunities were ahead. This obviously was a brutal hit to employee morale. It displayed to the developers how expendable we were, and that if we were let go, no remorse would even be showed. The company typically pays people as little as possible. New grads from the University of Lethbridge were historically hired at low salaries and then the pay was only rarely increased if they were able to find a promotion, of which there were few opportunities. After letting so many people go, and many people quitting, they are now trying to hire people to fill in again. This will undoubtedly cost more money because new hires are not going to accept the low pay of the people who were let go. It's depressing seeing new people, with less experience, come in and get paid more than you. The Lethbridge office was under-resourced, lacked proper cleaning, everything was generally cheap. You had to drive on a bumpy gravel road to get to the office. ALL because it was cheapest way to get a building. It was one in the Industrial section, working next to trucking companies. TOXIC CULTURE LACKING TRUST C-levels are not experienced or knowledgeable about anything tech related. In the past, if they didn't like an estimate, they might outsource the work to a contracting company, which ends up going over-budget and costing much, much more and just resulted in unmaintainable code in the long-run. But at least they didn't have to listen to their own people, right? C-levels are largely unaware of how bad it was because they immediately focused on their next projects and left this to eventually fall back into the lap of the development teams. Developers are almost in a competition to push themselves and give low estimates because everyone is under unneeded crunch caused by poor planning. The company has never actually put adequate resources into planning and design of their products. For product design/planning the opted to hire from within. This might be okay, but not when you take a farmer and make them into a product owner. They might know the domain but they know nothing about creating products. This would seem obvious to most people but not Farmers Edge CEO or CTO. Just because you can drive a car, doesn't mean you can run a team that designs and builds cars. The CTO has a particularly bad reputation about being ignorant of anything tech-related. People expect him to not understand the context of any meetings he's in. People expect him to come down heavy handed and punish people for mistakes. Buzzwords + fake it til' you make it + playing politics + buddy buddy with CEO. Expect to be given next to no requirements, then expected to give accurate estimates that you may be held accountable for. AKA "Tell me how long it will take to accomplish this "magic thing" and your estimate better fit this timeline that my boss was told by his boss". Then, "why isn't this done? You gave a rough estimate with no info and I thought it was accurate and now I have to beg my boss for my time because my boss is a nightmare". The development side of the company is a shadow of its former self. Currently being pushed out of Canada and into the USA. The culture used to be good but the people who created it are all gone. Most people who are left, are new and don't really know about these issues in the company yet. Around 20 developers have left during 2021, including most of the lead developers. Massive amount of brain drain has happened and it's unlikely that the remaining people have any idea what knowledge was lost. Also the company is trying to have bad reviews taken down but the bad reviews are true...so? Also please note recent 5 star reviews with barely any information that were added as a reaction to the bad reviews.

Advice to Management

Hire well. Manage Little. Hire experienced people who know how to make software products with a high level of quality. Then be very minimally involved. You put a company together but you should not be involved in tech decisions. Do business relationships, do ideas, do farming stuff. Don't make decisions that end up crippling the development side of the company. Developers care about making something they can be proud of. They literally WANT to make good software for you. But ridiculous timelines, lack of resources, no trust, and constant jumping to new features, makes it impossible for developers to do a good job. Essentially everything we've made is like an early alpha version. We've never worked on ONE thing long enough to even call it really ready for an initial version. Most developers would not want to show off what we have produced because we are not allowed to put our best foot forward. Good developer culture involves trust, training, documentation, and freedom to do what is needed to make a good product. Developers and proper development managers will do what it takes to make a good team that can deliver products. But if they aren't allowed to control anything because of a paranoid C-level, then they just end up feeling hopeless and dreading any meetings with their bosses. Their hands are tied and they can't make a real difference so then it's just survival mode and hunting for new jobs. Farmers Edge is currently experiencing a paradigm shift and maybe you can recover but it's pretty brutal how many people have had enough. Maybe you can hit a development "rock bottom" and start over.

Try new things, learn some modern tech, some good people, Canadian health benefits are okay.

June 17, 2021

See answer

February 15, 2022

Does Farmers Edge offer vacation time?

Pros

None to never any family time

Cons

I hope you enjoy being on the road all the time.

Advice to Management

Better management

None to never any family time

February 15, 2022

See answer

January 13, 2022

Does Farmers Edge offer massages?

Pros

Pays the bills and a good first entry into software to learn practically for future roles. Good work life balance - not much pressure to do overtime. Lower management and peers were great, though not sure how many are left as everyone has run for the hills.

Cons

To say there are mountains of tech debt is putting it mildly, and it continued to worsen every day because of upper management's obsession with the number of features and complete disregard for things like quality, improvement, or listening to and addressing complaints from clients. If I had to point to a singular cause of the company's problems, upper management would be it. They cultivated a culture of distrust, exacerbated by cloak and dagger mass layoffs and a complete and total lack of transparency with regards to business prospects and future plans. It became so caustic that people were afraid to even raise the smallest criticism, for fear of becoming the next head on the chopping block - the only ones brave enough being the ones already on the way out. There was enough bad blood that almost everyone I knew was leaving, if not from being laid off it was of their own accord - the only thing left behind being a scathing review, and even those are being buried by some suspiciously high reviews with no detail or accuracy. To add insult to injury, some of upper management were very underqualified for their positions, made all the more clear by the way that every decision they make seems to not only disappoint their clients and shareholders, but they ignore every suggestion or warning from the lower level employees that know infinitely more about the applications and tech in general than the c-suite. Every attempt made by lower level employees to suggest a different approach is seen as hostility which exemplifies the already teeming animosity between lower level employees and upper management. The CEO might know something about farming but he certainly doesn't know tech. Despite that fact he is the sole decision maker for a tech company and refuses to accept anyone else's opinion. He has tunnel vision on having the most features on the market at lightning speed with the heavy cost of morale and code quality. It's difficult to tell if the rest of the c-suite share his vision or if they became yes men simply for the sake of self preservation. As for benefits, they're baseline at best, as are the salaries. If there is a corner to cut HR will try to cut it. They even tried to disallow people from using half a vacation day to take off a holiday half day (instead trying to force them to use a whole 8 hours of vacation to take off the 4 hour day). They also tried to eliminate annual vacation rollover. They only backed down from these absurd ideas when there was huge pushback. The raises are miniscule and don't even keep up with inflation (1-2% typically). Stock options are only offered to management level and up, which ended up meaning fruitless labour for the lower level employees that worked so hard to reach the goals the c-suite demanded for the IPO. There's also little to no perks other tech companies have to improve morale, which have become especially common during the pandemic. No free meals, small gift boxes, social activities, etc. By no means would I consider this a necessity, but when most other companies are offering things like this in the face of lockdown fatigue it's a noticeable gap.

Advice to Management

My advice would normally be to listen to clients, listen to employees, and take actionable steps towards addressing the concerns they have. Throw away your pride (or whatever reason is behind the fixation on pushing out mediocre and unfinished features as fast as humanly possible) and try to focus more on quality and eliminating tech debt. I know they won't listen to that though, so my advice is similar to the advice given for snake bites. Suck out the venom that is upper management and replace them with competent individuals with the knowledge and experience to make the right decisions before the company dies.

No free meals, small gift boxes, social activities, etc.

January 13, 2022

See answer
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30 English questions out of 30

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