Pros
Remote work, potential to make a positive impact
Cons
My experience was that the organization's stated values around employee wellbeing, inclusion, and DEIB did not consistently translate into day-to-day practice. While there was significant emphasis on culture and inclusion initiatives, I found there was often little meaningful, actionable support when employees faced legitimate challenges.
The role itself was already highly demanding, but it was made significantly more difficult by unrealistic performance expectations, constant pressure to meet metrics, excessive micromanagement, and limited flexibility or autonomy. Rather than trusting employees to use their professional judgment, the environment often felt focused on surveillance and performance over sustainable, quality work.
I also observed what I perceived to be inconsistent treatment of employees by senior leadership. Concerns were not always handled in a way that fostered psychological safety, and management approaches at times felt intimidating rather than supportive. This created an environment where employees could feel discouraged from speaking openly or advocating for themselves.
For me, the combination of high stress, limited autonomy, and a leadership culture that did not consistently reflect the organization's stated values ultimately made the role unsustainable.
I'm grateful to have moved on to an environment that better aligns with my professional values—one that emphasizes trust, respect, psychological safety, flexibility, and empowering employees to do their best work rather than managing through constant pressure.