Pros
Almost all of the people that work at New Relic are awesome people. The product is amazing, and the engineering team knows what they're doing. Lew is a genuinely nice guy and means well. The medium to long term outlook for the company is amazing and will continue to be great as other players in the market try to keep up. Lew is set on disrupting the company internally to make sure it stays ahead in the market. Full time barista in San Francisco office, and free snacks + drinks. SF office has a stunning view of the bay bridge, but unfortunately will soon be much smaller due to high-rise construction that will block the view. The 401k matching could be better, but it's there. The usual dental/vision/health insurance that is expected of a large company. Although officially 'not allowed,' working from home is usually not a big deal (depending on your manager/team).
Cons
tldr: Budget cuts, no career advancement, diversity failing, poor mid level management (perhaps high level too), and inability to have true, set and met goals. Budget cuts: No more end of quarter lunches, lower quality snacks, monthly happy hour dying a slow death. Moved the workforce to "flex time off," meaning that firing people costs less. Offices are being revamped to cram more people into the same space, but lack areas to do uninterrupted work. And yet the finance team gets 2 weeks of catered lunch at the end of each quarter. Accountable indeed. Sales is a boys club that will hold arbitrary reasons over your head to prevent your advancement during your review. Even if you hit your numbers over multiple quarters there is a strong possibility that you won't move up. Career advancement here is a joke. Aside from a few TV appearances, marketing is a wasteful cost center. Their team has low morale and bleeds employees. Diversity efforts continue to fail, and the Chief People Officer cooks the books to make it look like she's doing something about it. Don't be fooled. Ask for year-over-year percentages of minorities and it won't be provided(for obvious reasons). Despite the people of color affinity group, the speakers at this year's sales kick off consisted of mostly white men(85%+). Lew is not the leader the company needs. Just like at his previous company Wily Technologies, it would be best for another CEO to take over and let Lew lead technology rather than operating the company overall. The laissez-faire trickle down management style doesn't work for mid level managers and employees at the bottom of the rung don't have their voices heard. After Lew moved to a remote office, random lunches with the CEO don't happen anymore. He has lost touch with the workforce and hasn't fought to sustain the culture that the company once had. "Goals" tend to be thrown around without real accountability for reviewing them. The company survey is a great example of this, and many recognize that there are no true resolutions to issues found in the survey. Why doesn't leadership review the previous surveys and resulting actions? I'll be surprised if this round of corporate OKRs are ever reviewed with the company.
