If you want your career to go somewhere you get out - Anonymous employee Wolters Kluwer Employee Review

1.0
14 Jan 2019
Anonymous employee
Recommend
CEO approval
Business outlook

Pros

Good work life balance. Decent benefits but pay is way below market. Can coast for a while.

Cons

This place is an absolute disaster. Senior management is completely clueless to the trends in the industry and how to lead the transformation to digital. They will become a has been if they don't change. Not a good place for your career long term. It takes a very long time to get anything done, a very slow moving place with lots of cooks in the kitchen. You will work with lots of C grade people. Senior management not open to ideas that differ from theirs. Unreasonable goals and targets without giving people the right tools/plans to help them achieve. They do not respect people and treat them quite badly. Too much outsourcing.

Explore other reviews about Wolters Kluwer

5.0
4 Jun 2026
Recommend
CEO approval
Business outlook

Pros

Respectful innovative and smart culture and talent Strong customer centricity and high value work Unbeatable market share and superior product suites

Cons

Centralized teams need to be more accountable and move faster to deliver value Feedback needs to be open, better received to help move things along faster

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Wolters Kluwer Response
4w
Thank you for sharing your experience and for your time with us in Stamford. It’s great to hear that our culture, talent, customer focus, and product portfolio have been positive parts of your experience. Your feedback on accountability, speed of delivery, openness to feedback, and information sharing is noted and important for how teams are supported and able to deliver value effectively. We appreciate you taking the time to share this perspective. – Your talent brand team at Wolters Kluwer
4.0
24 Jun 2026
Recommend
CEO approval
Business outlook

Pros

Wolters Kluwer has some genuinely amazing people working for them and offers flextime for good work/life balance

Cons

Recently began pushing to "inhouse-outsource" as much of the core business functions as possible to their new service center in Pune, India. While many of my Indian colleagues are exceptional people, the constant turnover with overseas contractors and haphazard hiring and training process means that many of these staff members are woefully underprepared and set up for failure. As an example, I had to train my Indian contractor replacement before I left - while he was a lovely person, he had zero training in or experience with US payroll, benefit or tax structures despite that being approximately 50% of my core job function.

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