Digi International Reviews

1. No room for progress ( there is no career development at all with digi) We have not had yearly reviews in 3 years. That means no feedback ( good or bad) and no one there to mentor you or to care about your career. They have been promising a change for the past 3 years and nothing has happened. 2. Pay and compensation is way below average. After my research, I found that most employees should be making 15-20k more. Digi admits it doesn’t offer competitive pay. Be careful when a bonus is being marketed as a part of your pay, they make it seem like you’ll always get it. Last year we didn’t get it and this year we got 60%. Raises don’t cover inflation last year’s was 3% this year’s was 2%. 3. Insurance is expensive. 4. leadership leading product not technical and therefore the quality of the product is struggling. Schedule is before quality. 5. I can not emphasize enough how little this company cares about its employees. I know that it’s common that in the corporate world the business cares about itself first and foremost, but digi takes it to a whole different level. You simply don’t exist to them. 6. The company has had a hard time retaining people. Over 5 people quit since last year ( this is a lot for a team of 10 engineers). They all left for better pay and better careers. All those individuals shared their reasons for leaving in their exist interview and the company has done nothing to improve on what has been shared. 7. Mostly older crowd, that is fine, but its hard to work with them. Don’t expect to be making friends here. Outings can be fun but the day to day work environment is very serious and people don’t care to interact with each other 9. Office cleanliness is 3/10. No vacuuming, no dusting. I am always sneezing and getting headaches at the office. 10. Lack of transparency. Be careful of voicing your concerns. They will let you go if they see that you have any concerns. They just want you to be a puppet. Honestly I really really encourage you to apply somewhere else.

I worked for SmartSense, a subsidiary of Digi based in Boston, MA. Since they were acquired 4 years ago, the CEO (Ron) has visited Boston maybe 3 times, tops. He was only ever interested in the most superficial snapshots, without any real understanding of the business model, the actual products, or the structure of the company. However, Ron makes it his business to direct all of SmartSense's priorities despite having only a cursory understanding of SaaS as a business model (he's much more comfortable in the transactional world of selling widgets and dongles). It was always painfully obvious that he had difficulty answering questions about SmartSense when it came to company forums, or even when speaking specifically to SmartSense staff. I'd bet good money that Ron has never physically handled a single product sold by SmartSense. That being said, Ron is happy to make unilateral decisions about the company's goals and even LIES to the board about the progress of current objectives (read: new software parity). His disconnection from the red-headed stepchild subsidiary SmartSense is toxic and makes him a poor custodian of the company's future. Ron has also been conspicuously mute about HR issues brought to his attention by the HR department, by employees, and by other leadership members. Sexual harassment accusations go completely ignored if not actually rebuffed. Issues local to the Digi Headquarters in Minnesota (re: George Floyd, BLM protests) went virtually unaddressed, even when employees have urged and pleaded for some kind of statement (too "political" for Digi, Ron says). Other social issues Ron has refused to address include the violence against the Asian community (even when directly asked for a response by one of our many Asian employees), and pronouns in email signatures (even though this is becoming the norm in many publicly-traded companies, Ron and our legal council have advised that our signatures are somehow part of the Digi brand--didn't realize you could own someone's name and identity as part of a brand...). Ron may be effective as a leader of Digi proper, as a traditionally conservative company that enjoyed most of its greatest success in the 1980s, but he is wildly tone-deaf as a leader of a software/hardware subsidiary and his disdain and lack of interest in involvement is disheartening. Some examples of standard-fare issues with SmartSense that any tech company would have fixed by now: No product owners in hardware; product owners in software have zero actual product background; no UI/UX personnel or even consulting. I could go on and on about the issues this company is facing and will continue to face. Suffice to say, the rot goes to the bone. Other common complaints amongst SmartSense staff: unclear expectations, constantly shifting priorities, reliance on man-power over engineered solutions, long lead times on bug-fixes or feature releases, ineffective engineering team who are not held to ANY standard or hard deadlines. If you show initiative and competency, they will overwork you to the bone rather than raise the standard for anyone else.