Bottom line, Riverbed is a nice to have. Few A and B players left while few remain behind but, with no focus on retention, they will soon leave. Riverbed will end up with only D and C players and many political leaders with mid- to low- EQ by the end of this.
Job market is still hot for top/modern-thinking and high EQ players across the board. While COVID did play its part slowing down hiring but it only flooded the market with top players looking for modernization, relevance and pandemic-level stability. For those wondering what “modern” means then realize you’re too far inside the Riverbed box to see the changes that transpired over the past decade.
The few things people did learn over the past 2+ years is how political, prideful, title grabbing and self-preserving people are and how this destroys culture, innovation and leadership quality. Today, the amount of unconscious bias is astounding but, more astounding, is how many people are simply unaware of this, driving down morale and behavior. Sadly, because Riverbed operates in such a bureaucratic manner, much of this goes unnoticed because the focus is on checking boxes, process creation, statistics checking and EBITDA.
Going back to the first statement - riverbed is a nice to have. It’s been this way for a very long time. It seems that the product team wants have “all the answers” before they take the “test” - don’t we all want this?! Clearly there must be some level of “fear” to produce features but the question becomes “why”.
I’m no longer at Riverbed and working in a modern and relevant company has opened my eyes and is why I’m posting here. There are fundamental problems, behind the salary cuts, that’s just not being addressed. I know where the weaknesses are now and riverbed has a chance to turn things around but your leaders will need to look under the right rocks that has no moss on them.