I don't usually feel the need to reply to these posts, but as a previous CDK employee this really struck me. I left CDK last September, after 3.5 years with the company. Like you, I was thrilled to join CDK - a REAL tech company - with lots of room to grow and lots of tenured employees who (I was convinced) were going to serve as my mentors and teachers in an industry I was relatively new to. As soon I was hired, my manager told me what an asset I'd be and that they "needed young people to breathe fresh air into what we did". I felt empowered to make changes and that the possibilities were endless.
Flash forward six months and I realized I had been duped. The first red flag was that I had ZERO training everything I learned over the course of my employment was because I put in the time and effort. Rather than having the mentors I hoped for, I was part of a team where each person did every task in a different way (based on methodology from several decades prior); each convinced their way was the ONLY way and each not willing to share what they were doing for fear that you'd either steal their idea or have suggestions for improvements.
There was no cross collaboration and no cohesive team dynamic. Suggestions or improvements were shot down without consideration and everything (if it defied what "was always done") was a fight... and by fight, I mean no one could ever agree on any single path - if the result was to "agree to disagree" everything stalled and nothing got done.
And that's just touching the tip of the iceberg...below the water was the biggest hidden beast - INEFFECTIVE MANAGEMENT. Why were teams so dysfunctional? Well, because things trickle down and many managers had no actual leadership skills. I almost laughed out loud in a team meeting when my manager introduced our exciting new initiative of "SMART Goals" - either he or his upper management (perhaps even HR?) clearly had no idea that SMART Goals were created in the 1980s and were nothing new. In fact, I had already been writing SMART goals for my professional development for 10 years before I came to CDK... so this was a joke to me and yet the entire team was up in arms and upset they had to actually develop.
And it seemed like the further away you got from headquarters, the more rogue things were. I had the opportunity to fly to headquarters twice during my employment and was pretty impressed with the portion of ELT I worked with. I left both times feeling excited and hopeful, only to be deflated and dejected when I got back to my home office.
So my message to you is this: It's super great that you're excited and eager about your new opportunity, but having been there, just make sure you're taking everything with a grain of salt.
And in that vein, don't be ignorant by dismissing the experiences of those who have worked with and/or are still working at CDK. It takes A LOT to change a company - much more than a few zealous newbies. Change requires ethically-aligned LEADERS, focused on growth, personal/professional development and increasing employee morale. From what I experienced CDK has a very, very long road ahead.
Leaving was the best thing I could've done for my career and personal sanity... and by the way, I made a lateral move to a new company and my pay increased SIGNIFICANTLY...so that should speak volumes to the caliber of CDK and their focus (or lack thereof) on employee well being.
Good luck to you!