Run away, consider your value and do not join - Senior Product Manager Diligent Employee Review

1.0
May 22, 2026
Recommend
CEO approval
Business outlook

Pros

The cons of working for this employer clearly outsmart the pros. Avoid fod your own mental health and professional life.

Cons

- Here you exist and become someone if you reach Director level. Promotion board and announcements clearly distinguish above and below Director. Discriminates and differentiates based on seniority. - Toxic leadership does not address issues identified across departments. They transfer the issue to lower levels and expect others fix these issues for them when it is expected behaviour of a leadership role. - Constant changes in systems and processes barely announced in Teams, expecting all company to be informed in a very passive way when changes affect multiple internal departments. - The perception of good manager is based on whether you are a good seller or not. Folks in CS, PS, and other areas struggle with this phylosophy due to the cannibalism of revenue opportunities. - People work in fear of raising operational gaps because of fear of future reprecussions in performance reviews. - Cliques and favouritism. Above Director level, you can see the same folks being promoted every year. Below Director level, forget it, only if you're favourite and willing to shut up when observing unfair treatmenr will lead you to a promotion.

Explore other reviews about Diligent

2.0
Mar 11, 2026
Anonymous employee
Recommend
CEO approval
Business outlook

Pros

The product is market-leading, and the space is genuinely interesting. There's no shortage of smart, capable people at Diligent. A lot of talented managers exist within the org who could do more if given the room.

Cons

Direction changes constantly — sometimes it feels quarter over quarter. The result is widespread burnout and an inability to execute. Senior leaders rarely push back on the CEO, which means teams absorb every strategic shift without warning or context. HR leadership prioritizes serving the executive team over the broader employee population. The HR team is stretched thin and operates more like a compliance function than a culture or development partner. (Turnover within HR leadership has been notable.) Pay is below market. The equity program is opaque, poorly managed, and functions more as a retention mechanism than a genuine benefit (with no clear path to liquidity). There's a meaningful gap between what the company says it stands for—especially around employee experience—and what it actually delivers internally.

11
avatar
Diligent Response
2mo
Thank you for taking the time to share such thoughtful feedback about your experience. We truly appreciate you recognizing the strengths of our product and the talent across our team, and we’re glad to hear the space feels interesting and compelling. We also recognize that as a company focused on governance, risk and compliance, that it’s critical to hold ourselves to the same high standards internally. Through our monthly pulse surveys, we listen to our team, learn and actively work to strengthen any areas of feedback from alignment to transparency, or accountability across our leadership teams. In fact, one of our OKRs is focused solely on ensuring we have an empowered and accountable team, which we rally around as an organization. We appreciate other sources of feedback like yours, as it is an important part of that effort. Our People team is committed to supporting an elevated employee experience and continuously improving how we listen, respond, and evolve. While we won’t always get everything right on the first try, we are highly focused on continuing to iterate and making meaningful progress to ensure our actions reflect our values. We encourage continued feedback and appreciate you sharing your perspective. If you’d like to provide any additional context, please feel free to reach out at: HRConfidential@diligent.com
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