Worst Company - Software Development Engineer (SDE) II Expedia Group Employee Review

1.0
4 Dec 2025
Recommend
CEO approval
Business outlook

Pros

Domain is good, you will get to understand the tech that runs finance world, since Expedia runs it's loyalty programs as well. So, if you stay curious and self learner you get to understand the tech behind big Fintech firms

Cons

1. The place is crowded by people who know nothing but politics. They will keep dragging you down, and make no use of your skills just because they are so busy running their politics. Management has so much of favouritism towards people who can flatter them. 2. No matter how hard you put efforts making significant feature rollouts, your work remains invisible to them. 3. There are no etiquettes in management how one should talk to their subordinates, they keep blaming you for things when it's their incompetence of not getting the right requirements from products. They will hold you accountable even for things you were not part of. So always maintain proper log books of such people when they come to bite you. 4. They keep trying to push you off limits, so that in front of leadership it's them who gets to shine with zero efforts but full politics. 5. If you try to counter such people, they throw you off to some mundane legacy manual tasks, and even more they have got good friendship with domain directors and can throw you off the company. It has happened to people I know personally.

Explore other reviews about Expedia Group

5.0
4 May 2026
Recommend
CEO approval
Business outlook

Pros

- good benefits - depending on team great culture

Cons

Not every team is the same

2.0
29 Mar 2026
Recommend
CEO approval
Business outlook

Pros

Constant state of transformation is ripe environment for new hires and functional experts from big name tech companies

Cons

Pre-covid the culture was really special. Collaborative, engaging, people-centric, with a unifying mission to enable travel for the world. Since covid there has been a revolving door of executive leadership, and with each round, they throw out the current strategy to try something "new" without building from the current or past successes. Constant change, but no clear vision or strategy of what they are trying to change to. Lack of strategy and low risk tolerance leads to too many priorities with not enough investment to move the needle in anything. Quarterly layoffs, but executed quietly team by team so as not to make news. No psychological safety. Talent strategy since covid is to hire externally over internal promotions to gain "functional expertise" therefore difficult to grow your career. Siloed divisions not working towards common goal. Lacks operating model maturity needed for a company of this size likely do to revolving door of execs and priorities. A cash cow company with an identity crisis trying to be an AI innovator. Build vs buy mentality slows them down. Too many exec pet projects that aren't vetted with proper business cases.

4
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