Unmotivating environment plus lack of strategic direction - Anonymous employee AMD Employee Review

2.0
Jun 29, 2008
Anonymous employee
Recommend
CEO approval
Business outlook

Pros

AMD respects the work/life balance and supports working remotely which is very valued as the price of fuel continues to rise. Some (but few) managers are great about promoting employee successes.

Cons

Lack of direction from senior management plus the continuous re-org's and layoffs - it makes for a very unmotivating and uncertain working environment. Most employees are hoping for a layoff package vs hoping to stay. Current manager claimed disappointment of assigned team (resulting from re-org) and said he was given a junior team; this junior team has 10-18 years of experience. Don't expect significant salary increases for sticking around the company for many years - it's best to leave and get a significant jump rather than the standard 5-6 %.

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4.0
Apr 13, 2026
Recommend
CEO approval
Business outlook

Pros

It's a big company. So, a lot of great benefits and high pay. Also, a lot of opportunity for career advancement and internal transfers if a particular job/team doesn't fit (to avoid losing RSUs). Plus, they're not too hard on you regarding performance since all the performance reviews are qualitative rather than quantitative (that could be both a pro and a con, honestly).

Cons

It's a big company. So, a lot of bureaucracy. They get in the way of themselves requiring endless approvals for spending. Also small organizations within AMD being territorial about their particular domain rather than being as open as possible inhibits rapid progress. Also, pushing for "diversity and inclusion" is racist. They should ignore race, not try to have a representative sampling of the population. I give them a low score there because DEI is racist. But not minimal because it's only something the HR dept cares about, normal employees effectively ignore race from what I can tell. So even if management is woke, the company (the individuals) are not.

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