White Elephant - Sales BlackLine Employee Review

1.0
26 Dec 2018
Recommend
CEO approval
Business outlook

Pros

If you enjoy hunting down your manager, her manager...and her manager to receive basic email follow-up, Blackline is the place for you. All sales meetings at any company have some redundancy but the ones here will be like staring into a mirror that's staring into a mirror. Threats. Hostile work environment. Nightmarish accountability from c-level down to regional mgmt. Blackline has it all. Would you like salesforce permissions that won't allow you to change user count from 10 to 11 on an order form? How about ALL CAP email responses from your salesforce admin. Do you favor 1 week email response times REGULARLY? How about all the red tape of a 25,000 man enterprise with the operational support of a boot-strapped startup? Blackline delivers time and time again. You'll see managers crying over the phone to their sales employees about the stress she's under, then bringing HR cases against that employee when he doesn't commiserate. You'll love their culture of fear. Hire and fire machine gun tactics. Need a career suicide? Blackline always has you covered.

Cons

As it is the holiday season as of this writing, let me put the cons into a positive light. Internal operations are like untangling Christmas lights. Senior mgrs engage in bitter infighting like your in-laws as they arrive on your doorstep. Customers get a giant lump of coal when SLA times are longer than the line to see Santa. Forget about generating revenue. Instead, feast on the politixxx like Ham and Rum on Christmas eve. After working at Blackline, all you'll want for Christmas is another job.

Explore other reviews about BlackLine

1.0
27 Mar 2026
Recommend
CEO approval
Business outlook

Pros

Talented and supportive peers across teams, with opportunities to collaborate with capable professionals. Occasional perks such as catered meals and team events.

Cons

Management culture can feel unpredictable, with job security often uncertain. There have been instances where employees with strong performance histories, including those who had recently received positive feedback or recognition, were exited without prior warning or a formal PIP, raising concerns about the consistency and transparency of performance management practices. Promotion criteria are not always clearly tied to demonstrated results. Advancement can favor visibility and polished self-presentation over consistent execution and delivery, which undermines confidence in the organization’s meritocracy. Confidentiality of employee surveys is not always perceived as reliable. When feedback appears traceable to individuals, it discourages candid input and limits the effectiveness of these channels.

5
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