-Limited growth opportunities for non-entry level employees
-Poor pay (nearly 50-60% less than other companies in the DMV area). This has been noted for years in internal employee survey results but never addressed other than "research". Benefit package is no longer unique or strong enough to make up for this. 401K match is low.
-Senior leadership is very cliquey, resistant to new ways of thinking, and many have never worked anywhere else but EAB. Outside hires often leave very quickly as a result.
-During COVID-19, it felt very much like an unspoken expectation that non-parenting employees are expected to take on additional workload for teams as goals/timelines were not adjusted to account for worldwide pandemic.
-Senior leadership makes strategic decisions based on whims. Not data, established industry best practices, or big picture thinking. This results in a lot of wasted time and energy and frustration.
-Promotion criteria is arbitrary/and mostly qualitative, varies widely depending on your manager, and not based on quantitative performance against goals. Despite a career committee structure, ultimately the most senior leader in your department makes the call on who gets promoted each cycle. If you haven't done a project working directly with them recently it can be hard to advance.
