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e2open Reviews

Updated 31 Jan, 2025
Overall Rating
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3.5/5
based on 313 reviews

Rating distribution

Category Ratings

3.6

Work-life balance

3.5

Company culture

3.4

Job security

3.3

Work satisfaction

3.2

Salary

3.1

Skill development

2.8

Promotions

What employees say about e2open?

Insights from employee reviews on AmbitionBox

Workplace insights

Hybrid

Hybrid

85% employees reported

Monday to Friday

Monday to Friday

90% employees reported

Flexible timing

Flexible timing

73% employees reported

No travel

No travel

72% employees reported

Gender based rating

3.1
female

Rated by Women

84 reviews

3.6
male

Rated by Men

213 reviews

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313 reviews found

Sort by: Popular

Top e2open Interview Questions

Q1. Create table using another table
Q2. How to call server using servlet

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Q3. What is dialog programming
Q4. Share few words about supply chain management
Q5. About yourself. Why e2open? Why Channel data management?
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People also ask about e2open

How is e2open to work for?
e2open is rated 3.5 out of 5, based on 313 reviews by employees on AmbitionBox. e2open is known for Work-life balance which is rated at the top and given a rating of 3.6. However, Career growth is rated the lowest at 2.8 and can be improved. To know first hand how it is like to work at e2open read detailed reviews based on various job profiles, departments and locations in the reviews section.
How is the salary at e2open?
According to AmbitionBox ratings, e2open employees rate its salary and benefits as 3.2 out of 5. You can know more about e2open Salaries at AmbitionBox
How is the work culture at e2open?
Work culture is rated 3.5 at e2open by 313 employees. While job security is rated 3.4 and work-life balance is rated 3.6 at e2open. Read detailed reviews by employees of e2open on AmbitionBox.
Is work from home available in e2open?
According to AmbitionBox, 3% e2open employees work from home permanently, 63% work from office 3 days/week, and 11% work from office 2 days/week (based on 34 AmbitionBox reviews in last 6 months).

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