ECRS reviews

-Teams can be siloed, to the point where it occasionally feels like teams are micro-companies within the organization -This one is subjective. If you're the kind of person that needs to be spoon-fed tasks and require constant direction and supervision, this place isn't going to be for you. In many cases, you take tasks based on priority and are expected to do whatever you need to do to make sure the task is completed. This doesn't mean there aren't resources. Leadership, seniors, and peers may not be available at the drop of a dime, but if you do your due diligence and approach them with a complete question, the guidance they offer is invaluable. It's also important to note that throughout the entire interview and onboarding process, this expectation was set clearly and I was offered many opportunities to step away gracefully if I felt the fit wasn't right. So don't assume you can't hack it, give yourself a chance and you might be surprised.

Compensation lags behind market standards and rarely reflects the additional responsibilities employees take on. Leadership is heavily top-down, with priorities and metrics shifting frequently, making it difficult to succeed or feel secure. Managers are regularly overextended, pulled into basic work due to high turnover, leaving little time for true leadership. Recognition is inconsistent: training, certifications, and added responsibilities rarely translate into fair pay or advancement. Culture rewards those who conform to leadership’s shifting demands, while employees who question or push back often find themselves marginalized. Burnout is a constant risk due to unrealistic expectations, unstable targets, and limited support.