Pros
Flexible work schedule with permanent WFH option and lots of flexibility for parents dealing with childcare Unlimited PTO (though sometimes restricted) Generally, peers were decent to work with 401(k) vesting/Medical benefits greatly improved recently Former employees really stick together and come through for each other, lots of employees have left together for the same companies and regularly recruit each other to work at their new workplaces
Cons
Pay is well below both industry average and average for the region, maximum raise allowed annually is 3%, extremely rare for pay increases to be given outside of annual raise, even with changes in job title/function - no bonus structure except on some of the sales teams and for executives. (At one point a younger, less experienced male colleague was hired to the same level/position as a female employee for almost 25% more and she had to threaten a lawsuit for them to equalize their rates, as a result he was not given a pay increase at his annual review and quit shortly after). Very few advancement opportunities, and when there are they usually do not come with pay increases, making them virtually worthless. In one meeting HR representatives bullied both female and POC workers who told them that due to their lack of advancement structure looking for other jobs seemed to be the only way they could see to advance in their career. HR has been a recent addition to the company, after nearly 30 years of having no HR position. Issues brought to HR around harassment were not addressed in any kind of satisfactory or timely manner. Extremely hostile work environment, maintains a volunteer/hustle culture mindset of expecting a lot of output from employees for very little reward. Lack of organization leads to a lot of scrambling and "just get it done" from leadership rather than planning ahead and allowing appropriate length of time for projects. Multiple instances of senior/executive staff behaving completely unacceptably toward young and especially female staff. One VP openly admitted to bringing "cute, young female" staff from other departments on his team ski-trips to try to use them as bait to get male developers to stay on at the company. Multiple cases of a senior marketing leader locking younger female employees in an office alone with him to berate and demean them for asking for pay increases. Multiple executives and members of senior leadership made a pattern of yelling/screaming at and berating employees when they were upset. Executive leadership/HR did nothing about any of these accusations (one VP may have been required to complete some form of workplace behavior training). Complete lack of diversity and inclusion (on race, gender, and LGBTQ+), very few women or POC in leadership or management roles, queer employees had openly homophobic things said to and about them by both coworkers and members of executive leadership, many queer staff have quit due to harassment and multiple POC staff members left due to open racism and resistance from leadership to even attempt to be more diverse/inclusive. Extremely sexist middle-management, senior leadership, and executive structure. It was a regular pattern for multiple female members in the marketing department to receive emails from men in completely different departments lecturing them on how they didn't know how to do their job, these detractors were rarely talked to (when one of these female staff members left and was replaced by a male counterpart he did not report the same level of harassment from peers/management). It was a running joke among employees that men were frequently surprised when female colleagues were competent and capable of doing their jobs. Extreme lack of transparency from executive leadership, including one executive specifically forbidding employees to mention how poorly projects are going to other teams/departments/members of leadership to conceal lack of organization. Lots of force-outs in advance of the recent layoffs that exiting employees were required to say were voluntary. Recent turn-over from long-term employees (5+ years) in addition to the existing high turn-over rate from new hires very concerning and not addressed (most employees do not last longer than 1-3 years - even the new COO did not make it a full year). The only effort I ever saw to retain employees was after employees put in their notice, there was never an effort to address issues as they were brought up, only when it was untenable and the decision had already been made to leave. Extremely adversarial relationships between departments (Sales, Development, Product, Customer Service, and Marketing) encouraged/perpetuated by executive leadership by down-talking the other departments, despite the fact that all are needed to make the company function properly. Lots of favoritism shown to Sales and Development in particular over the other departments (ex. Development had regular team ski trips while the marketing department was allotted $10/person to reimburse a team lunch after we surpassed a milestone and record-year in revenue; on another occasion after a team-building event marketing team members were given 'free' t-shirts that were left over from development interns 4-5 years ago and said 'Faithlife Dev Intern, 2016').
