Pros
snacks. gym. Free self-directed IRA.
Cons
I worked at this company for several years and genuinely believed in what we were building—until repeated patterns made it impossible to ignore the dysfunction. Sharing in case it helps others make an informed decision.
Future Faking & Lack of Support
Leadership often talks a big game about growth opportunities and exciting projects, but there's little follow-through. Requests for the proper tools and technology to do the job smoothly, as well as suggestions to hire additional staff were regularly dismissed or deprioritized.
Questionable Compensation Practices
I had issues with my compensation on more than one occasion. I was given a raise when I moved into management, but that update somehow didn't get to payroll until nearly a year later, so they had to pay backpay. The following year, I was getting another raise and was told a specific compensation amount verbally by leadership—only to discover later that he reported a lower number to HR. When I raised the discrepancy, I was told I had “misheard,” despite my having written it down during our meeting. In another instance, my annual bonus was calculated incorrectly for two consecutive years. When I brought this up, I wasn’t met with concern or urgency—just skepticism. I was asked to prove the agreed amount before they would consider correcting it, even though the documentation was easily accessible in my personnel file. They made the correction, but the whole ordeal left the impression that leadership hoped I wouldn't notice the short pay by placing the burden on me to prove their mistake.
Inappropriate Workplace Behavior
Professional boundaries were sometimes blurred by leadership. Oversharing and informal interactions crossed lines that made it uncomfortable to maintain a respectful work environment. Speaking up about these situations didn’t lead to meaningful change.
Favoritism & Cultural Bias
The executive team is made up of close friends, and it shows. Promotions and visibility often go to those within their inner circle, many of whom also share common religious affiliations. The Book of Mormon is recommended reading in their scheduler. Policies (such as the dress code) are enforced inconsistently—more strictly for women than for men—and raising concerns about these issues was met with defensiveness or was quietly ignored.
Inexperienced and Reactive Management
Some senior members of leadership lack previous professional management experience, and it impacts decision-making. At times, emotional reactions overtook thoughtful leadership. For example, I was pressured to cancel planned PTO because I was “the only one who knew this stuff,” yet when I handed in my resignation, they didn't let me finish the day —leaving the entire office and all their clients in disarray.
Passive Offboarding of Employees
Rather than providing direct feedback or formal performance management, leadership often takes a passive approach to pushing people out. Roles are quietly minimized, responsibilities are reassigned without discussion, and formerly engaged employees are sidelined until they feel compelled to leave on their own. This tactic creates a culture of insecurity and confusion, where expectations are unclear and communication is lacking. It also allows the company to avoid accountability for difficult conversations or formal offboarding processes. When they are called out on this behavior, they insist there's a bigger, better position for you, but it doesn't come to fruition (see future faking above).
Final Thoughts: This company had potential, but the culture and leadership style undermine all of that potential. Be prepared to navigate unclear expectations, shifting priorities, and favoritism if you join.