Pros
Individual contributors in Care generally do care about the mission and are willing to help
Cons
-Gaslighting by managers - constant miscommunication regarding deliverables and ever-fluctuating expectations. Most of my colleagues report working with a "constant pit of anxiety" in their stomachs because managers do not communicate expectations properly or throw a wrench in previously-directed activities. Mangers themselves admit they "do not know how to manage people" and end up being the biggest energy-suck of the organization. Little to none have any actual management experience or qualifications and have no formal project management training either, which becomes apparent if you sit in on any team meeting. -Lack of advancement for ICs and zero concrete performance management and career pathing for any IC role. If you are hired as an IC, you will get pitched an "opportunity" for "visibility" which is a lateral move with more work and no increase in pay. Do not fall for the "visibility" language - that is typically what companies tell freelancers to avoid paying them for work. It is no different at Honor. You can easily go through 4+ managers in a year, depending on your team, which negatively effects your annual and semi-annual reviews and your chances for advancement when everything is based on subjective anecdotes. Lack of decision-making: salary increase requests at annual reviews are passed off until you're told it has to be approved by the CEO, which is absurd for an IC. Short-sighted planning and lack of follow-through on previously stated goals or objectives. -Honor has eliminated roles without questioning how they support ongoing operations, only to realize later that a once good process is now ruined and remaining team members unsustainably squeezed. A year later, Honor decides to repeat the old model by re-hiring for the same roles. This produces incredible organizational waste and a low morale/trust in leadership decisions, never mind any hope for job security. Revolving door of Leadership: uninspiring and leads to low trust in quality of decisions from hiring to org changes.