CADY reviews

* Leadership operates from a place of control, not trust — employees are monitored more for presence than performance * CEO behavior is widely viewed as reactive and unprofessional (including publicly reading negative Glassdoor reviews and responding angrily to employees) * Culture is rooted in optics — emphasis on appearances, “looking busy,” and being physically at your desk rather than actual output * High executive turnover (three CFOs in two years) points to deeper systemic issues * No meaningful flexibility — work-from-home is not supported even when roles allow it * PTO is both limited and difficult to realistically use, often resulting in employees needing unpaid time off * Employees feel constant pressure and scrutiny around arrival times, departure times, and even stepping away briefly * Basic needs like attending doctor appointments become unnecessarily stressful due to rigid policies * Leadership priorities are frequently misaligned, focusing on minor issues (dress code, employees talking) instead of operational improvements or employee well-being * Environment creates ongoing anxiety rather than engagement — many employees feel they are being watched rather than trusted * Overall culture feels significantly behind modern workplace standards

CADY appears to be led by individuals who lack a clear understanding of how to effectively run a business. The company promotes a “welcoming” culture, but in practice, it often feels performative and rooted in outdated or uncomfortable approaches. The environment within the Innovation Center is consistently tense. Teams frequently experience internal friction, and HR maintains a highly visible presence that can feel more like surveillance than support. In October 2025, Josh Cady abruptly eliminated the work-from-home policy with no transition period. This decision left many employees scrambling to adjust, particularly those who relied on remote flexibility for childcare and other responsibilities. The PTO policy is notably limited for a company of this size, and the absence of dedicated sick days only adds to employee strain. Removing remote work mid-year, while offering minimal time off, reflects a lack of consideration for employee well-being. Daily interactions can also feel forced. For example, employees are greeted each morning by HR in a way that often comes across as insincere rather than welcoming. Overall, CADY feels disorganized, undercompensates its employees, and provides minimal benefits, contributing to a challenging and unsupportive work environment.