What You Should Know
People working at NetApp describe a company highly invested in community – both inside the organization and through employees' efforts to improve the world around them.
Within the office, more than nine in ten surveyed employees find their colleagues consistently friendly and welcoming of new people. "It seems like everybody is willing to jump in and assist when things need to get done," one employee says. Another adds, "People go out of their way to make sure you are successful and you have whatever it is you need. You never feel like asking for help is ever an inconvenience."
Engineers gather on a regular basis to share a free beer after work. And departments throughout NetApp host off-site team-building events like Habitat for Humanity builds or a popular competition to construct life-sized boats from cardboard. At every office, employees can find a stack of greeting cards for thanking co-workers and entering them in a gift drawing. NetApp campuses also feature a range of creature comforts that lead 87 percent of team members to agree they enjoy a good work environment. Says one, "They have a great fitness center, fully staffed with a great variety of free classes and optional personal trainers for a fair price. Additionally, they have on-site massage, car/bike related maintenance services, car wash and a very good variety for cafeteria services."
One of the most highly valued benefits is time off to volunteer. Says another employee, "While other companies provide one volunteer-time-off day per year, NetApp provides five. This allows employees to support the causes close to their heart." Some take on neighborhood projects, while others help out at animal shelters or organize local fundraisers. That's in addition to NetApp's own charitable endeavors, which include programs to encourage the professional development of women in tech and a popular head-shaving event for a children's cancer organization.
Recent changes in NetApp's leadership and business strategy, including layoffs, have left a share of its workforce suggesting the company could better communicate its direction and employees' part in it. Even so, team members make frequent note of their pride in the ways they continue to give back and meet high-tech challenges alongside their co-workers. "It's a large company with small-company values," says one. "I love working for NetApp. Every day I get to push the envelope of technology and prove why we are so awesome."
What Employees Say
I am able to take time off from work when I think it's necessary.
I feel good about the ways we contribute to the community.
People care about each other here.
Our facilities contribute to a good working environment.
Management is honest and ethical in its business practices.
WHAT THEY DO
We asked NetApp, Inc. to explain what they do. Here is what they had to say.
Organizations worldwide count on us for software, systems, and services to manage and store their data. Our team is passionate about customer success and our company culture and work environment support that dedication to helping customers achieve what matters most.
| Website: www.netapp.com
|| US Headquarters: Sunnyvale, California
| US Sites: 50
|| Major Locations: Sunnyvale, CA; Research Triangle Park, NC; Wichita, KS; Vienna, VA; Waltham, MA
| Stock Symbol: NTAP
|| US Employees: 7861
| Worldwide revenues: $6122.66 million
|| Employees worldwide: 12774
| Founded: 1992
|| Industry: Information Technology
Perks and Programs
We asked NetApp, Inc. to share a few programs they feel really capture what's unique about their workplace. Here is what they had to say.
- Volunteer Time Off: NetApp created Volunteer Time Off (VTO) with the intention of giving its employees the chance to give back to something that they are passionate about, not solely something that the company is passionate about. We feel that when you do something that you love, that is where you will find the most success and make the biggest change. With 5 paid days of volunteer time off (40 hours), VTO gives our employees the freedom to choose how they make their impact on the community. Whether volunteering by themselves, with their families, or fellow teammates, our employees around the globe volunteer and fundraise for causes that inspire and motivate them when they return to work.
- Women in Technical Roles: In 2013, we created a Technical Director Shadowing Program to help give women exposure to what they can achieve at a technical director level and improve representation of women in these roles. Our CTO was the executive sponsor of this program, in which we paired 10 of our technical directors with 10 female technical staff members who showed potential and were selected by their Senior Vice Presidents. For seven months, these female employees had the opportunity to shadow these technical directors, gaining access to meetings they normally wouldn’t have access to, and gaining exposure to areas of technology outside of their normal job responsibilities. The program was very well-received by participants. The women who were chosen for this program really valued that their talent and potential was being recognized at NetApp, and loved the chance to explore their opportunities for advancement in the company with the support of their technical directors. On average, they ranked the program’s effectiveness 4.4 out of 5.
- Shift Premium: A feature of base salary involves a “shift premium” to compensate individuals in certain departments who regularly work outside of a regular business day. We recognize the difficulty of working off-hours and offer this premium as a way to both thank and fairly compensate employees for their constant dedication and commitment to NetApp. This policy applies particularly to employees in our Technical Support Center, which provides 24-hour support to our customers. Shift premiums for support center employees include provide additional awards to individuals who work the second shift (1 pm–midnight) and the midnight shift (11 pm–8 am). We believe employees who know they are appreciated and are compensated accordingly will work extra hard for a company that values their contributions. As part of our compensation philosophy, we go above and beyond when compensating employees, especially those who work difficult or unusual shifts.
- Response Time Compensation: We also offer Response Time Pay Policy compensation for atypically scheduled or available employees. We designed NetApp’s Response Time Pay Policy to compensate individual contributor exempt employees in specific functions who are required to be available 24 hours a day, 7 days a week, and 365 days a year. This policy also includes employees assigned outside of a scheduled work week to support customer issues. Eligible employees receive $175-$300 per week in addition to base salary, depending on the calls to which they respond. If employees are required to travel to a customer site, they are granted an additional $300-$600 per day.
- LinkedIn Alumnae Group: One of the ways we connect with candidates on LinkedIn is through our LinkedIn alumni group. Since its launch last year, the community has swelled to more than 800 people. No one knows NetApp culture better than our current and former employees. By communicating with our alumni and keeping them involved in the NetApp family, we create an excellent resource for referrals. Our former employees can point us toward great employees just like themselves. Some of them may also decide to return to NetApp in the future. In addition to creating a source of leads for quality candidates, we also seek to serve our former employees through the group. As we share on the group’s welcome page: “The Official NetApp LinkedIn Alumni Group puts past and present employees in touch with the latest career opportunities, trends, and news, while enabling you to connect with more friends and colleagues through social media—both locally and around the world.”
- Autism Benefits: When visiting NetApp offices around the world, Gwen McDonald, our EVP of HR, learned about the critical issue of autism for our employees. She heard feedback from employees from multiple sites that the NetApp health benefits did not adequately cover the treatment their children needed for autism. Upon returning, she came back and worked with our benefits provider to create a plan that would help our employees with autistic children. NetApp modified the benefits provided to treat an autism related diagnosis. Rather than being a separate benefit, the NetApp Medical Plan was enhanced and restructured to cover treatments and services for autism, with the same types of exclusions as for any other medical and mental health benefits. Services rendered to children with autism include psychotherapy, physical exams, hearing, communication, and cognitive assessments, and prescription drugs. In addition, the NetApp Medical Plan eliminated limitations on the number of speech, occupational and physical therapy benefits available per calendar year. We received 65 thank you emails from around the globe telling us how incredible it was that we heard what they needed and did something to help. For our Autism benefit, the number of employees who benefited from this program since the inception of the program is 130, bringing the total amount of benefits coverage provided by NetApp to $1,020,627 to date!
COMPENSATION BY THE NUMBERS
| $66,319 Average salary and additional cash compensation for Inside Sales Rep 1
|| $149,723 Average salary and additional cash compensation for MTS SW Engineer 4
| 100% 401(k) match of employee's contribution, up to 4% of an employee's salary
|| 80% Company-paid health coverage for employees
| 80% Company-paid health coverage for dependents
|| 24 hours Weekly hours at which part-timers receive health care coverage
| $5250 College Tuition Reimbursement
- 401(k) or 403b plan
- Pre-tax savings account
- Employee stock purchase plan
PERKS TO MAKE LIFE EASIER
- Free snacks during the day
- Subsidized lunch on a regular, daily basis
- On-site package/mailing service
- Discount ticket sales
- Car wash
- Vehicle maintenance
- Free beverages during the day
- Take-home meals on a regular, daily basis
- Massage therapy
- Fitness classes
- Weight watchers meetings
- Dry cleaning
WORK-LIFE BALANCE BY THE NUMBERS
| 22 days Holidays & vacation days after one year of employment
|| $20,000 Adoption benefit
| 120 days Job protected maternity leave
|| 60 days Paid leave for adoptive parents
WORK-LIFE BALANCE PROGRAMS
- Telecommute option
- Elder care resources
HEALTH INSURANCE COVERS
- Dental care
- Prescription drug subsidy
- Alternative treatments, such as acupuncture, homeopathy, or chiropractic
- Vision care
- Mental health care
- Fertility treatments
ONSITE HEALTH BENEFITS
Great Place to Work® collected feedback from NetApp, Inc. employees via an anonymous survey. Following are common reasons employees said they appreciate their workplace.
"Management is approachable at all levels and willing to listen. There are meetings every few months for all levels (VP all the way down) where goals and current issues can be discussed."
"There are a lot of really smart people here that you can leverage for learning. People will always help out. People are friendly. Even if you do not know the person and you pass them on the sidewalks walking between buildings, you always say "hi". A little thing but it shows the friendly attitude and how happy we are to work here. Lots of education is available from "hands on labs" to web based training. There is a lot going technically here. I have been here over 2 years and I learn something new every day but still have a lot to learn."
"NetApp treats its employees fairly and provides flexibility in terms of hours worked and the consumption of vacation, sick and volunteer time off."
"The company has done a lot to preserve its culture, and generally speaking, it has retained that through the 17 years that I've been here. I believe the leadership's focus on giving back to the community exemplifies its spirit, goodwill and belief in work-life balance."
"I was pleasantly surprised to see the number of older employees (45+) at NetApp. It made me feel that NetApp values the knowledge and experiences of all employees. There is a good mix of older and younger employees that help to bring all levels of experience and ideas into the workplace to ensure our continued growth."
"Management always recognizes our work. We often have celebrations if we accomplish our targets. For every sprint we have our completion percentage. If we complete more than 90% [of our goal] our manager has a celebration and recognizes our work."
"It is difficult to describe exactly what it is about the culture of a company that makes it different, but NetApp is palpably different from the other companies where I've worked (Dell, PriceWaterhouseCoopers, JPMorganChase, and a couple of small companies). But, NetApp is different. Terms like culture, work/life balance, teamwork, and family have real meaning here."
How to Get Hired
We asked NetApp, Inc. for some inside information on how to get hired at the organization. Here is what they had to say:
What key characteristics tell you a prospective employee will be a great fit for your company?
NetApp places great emphasis on cultural fit, in addition to technical skills. Our interviewers look past the resume, connect with candidates, and search for key characteristics that show they will thrive at NetApp. Employees who fit well demonstrate our core values: Trust and Integrity, Leadership, Simplicity, Adaptability, Teamwork, Go Beyond, and Get Things Done. We look for smart, passionate people who have a track record of meeting and exceeding their goals. We want confident employees who approach challenges with a positive attitude, flex to meet a changing environment, display leadership qualities, and excel at collaboration. Our interviewers look for candidates who use “we” statements, as opposed to “I” statements, indicating that they think collaboratively and choose what is best for the whole. Finally, we look for employees with integrity who will reach for success by doing the right thing.
What can prospective employees do to get your attention?
Candidates catch our attention by submitting clear, error-free resumes targeted to specific jobs, including key words and numbers which demonstrate success. After applying, candidates should connect with the relevant recruiter. They can find the recruiter and ask to discuss their qualifications via phone. Candidates can also email us with questions. Though our recruiters cannot respond to every resume, if a candidate has a specific question, we try to answer it. Asking questions expresses interest, starts a dialogue, and makes candidates stand out. Interested individuals should also contact friends who work at NetApp and ask them to refer them through our online portal. We value employee referrals because employees are excellent judges of culture fit. Finally, candidates should be passionate about what they do—whether building schools in Kenya, starting a company, or just innovating in their daily job.
Are there any unusual or especially rigorous steps of your hiring process that candidates should be aware of?
NetApp has a standard hiring process, but we place a special emphasis on both cultural and technical fit. Candidates speak with four to eight people, including individuals the candidate will work with—from hiring managers to peers. Multiple interviews allow many to weigh in on the candidate’s fit with the team and culture. Depending on the position’s requirements, we do additional screening. For example, advanced technology group candidates give a 45 minute technical presentation across multiple sites. Interviewers use NetApp’s value-grounded behavioral interviewing. Our questions prompt candidates to share stories that uncover whether they possess specific NetApp values and key leadership behaviors that create our culture and differentiate us. Candidates should prepare to describe situations, specific actions they took, and positive outcomes. We recognize candidates also interview us and we provide as much information as possible about NetApp and our working environment.
Are there any positions or types of candidates you are particularly focused on hiring in this coming year?
In sales, NetApp currently looks for people focused on selling solutions and not just product. Given our new strategy and embrace of opportunities presented by the cloud, we want candidates who have sold complex solutions focused on the cloud who will really add value to our strategy. We desire senior candidates who have been integral parts of data center transformations and can communicate the business needs around technology purchases and show the return on investment. In engineering, NetApp continues to focus on hiring systems level software engineers as well as quality assurance, product managers and technical marketing engineers; however, we focus strongly on SAN, flash storage and kernel/file system development. In addition to sales and engineering, we are also hiring in all areas of the general and administrative functions, including human resources, finance, legal, and information technology.
What should interested candidates do to find out more and get started?
Interested candidates should visit our career page (netapp.com/jobs) where they can search and apply for open positions, take a virtual tour of our headquarters, learn about opportunities for philanthropy, and explore benefits and career progressions. The website highlights our desired employee characteristics and provides information about the application and interview process. Candidates should also visit our various social media pages to learn more about our strong culture and innovative work. Our NetApp Culture Facebook highlights our award-winning culture and our LinkedIn Career page allows employees to search jobs and read employee testimonials. Finally, candidates should talk to current NetApp employees—the best way to discover why NetApp is a great place to work. Employees may also choose to refer candidates, a great way to get noticed by recruiters.
||20Average number of applicants per opening
|11%Total voluntary turnover in past year
||67959Applicants in past year
|3427Openings in past year
||23%New hires by employee referrals