Top-tier company standards and practices, but unable to execute - Anonymous employee Gusto Employee Review

Top-talent quickly comes and goes: shelf life for top performers is about a year. Company leadership frequently takes actions and makes decisions that go directly against the company's stated mission and vision. The diversity and inclusion focus has reached the level of obsession: it is the sole form of employee engagement offered at work. Top talent has been leaving the company for years now. What is being left behind is a 'neither here nor there' dead layer of middle management that lacks basic business and technology fundamentals. There are a lot of immature and inexperienced 'head of' folks that simply do not know how to do the work required for their role. A typical 'head of' leader looks like 1) Elite school 2) 2 to 3 years as an IC at a famous company then 3) 1 to 2 years at Gusto then TA-DA 'head of' product, marketing, data science, etc. There is no career path through middle management. If you have a wealth of previous experience before coming to Gusto and are not a 'head of' upon arrival at Gusto, your subject matter expertise will be rejected, resisted and refused. For example, you may find yourself spending hours explaining to a senior manager why due dates are a good thing, only to have them escalate to a 'head of' leader who decides that the project stakeholders that don't want to adhere to deadlines don't have to.