Pros
* Startup vibe within a fairly stable company * Solid pay and benefits if properly negotiated * Tons of potential * eDiscovery is a unique industry * Outstanding engineering talent * Solid place to start your career * CEO Andrew has passion and excitement
Cons
* Senior leadership (many of the engineering managers and above) are ineffective and are not in touch with their teams' pulse. * Poor communication within and across product verticals. * Poor and inconsistent communication from/to senior leadership. * CEO too involved in the day-to-day; often leading to poor decisions. Doesn't seem to trust the people he has hired to do their job. * CEO acts as CTO, but has never been a true architect and is not in touch with current tech trends. This leads to poor technology direction, unrealistic expectations, and lack of focus; company has lost sight of how to develop quality industry-leading software. * Senior leadership prefers "yes-men" to the truth. * Cult-like culture; you either buy into it or you don’t. * Tech stack is generally ancient; new features, even when re-architected, are hacked together. * Teams are not given the time, nor the tools, to build things correctly. This leads to more and more hacks despite a feature being “newly architected”. * Teams often not given time to do things correctly, negatively impacting quality / user experience / maintainability * Concerns raised by development teams are generally ignored or deflected * New office floor ignored feedback from development team. Tons of noise, harsh light, and full of distractions. Old team pods were much better and allowed teams to have their own identity. * Culture of throwing peers under the bus, especially among management. * Outstanding engineering talent wasted due to poor technical direction. Hacking things on to other hacks is far from rewarding. Sure, you always have to deal with existing tech debt with long-living products, but it has reached ridiculous levels with Relativity. * No concept of balancing releases with both business AND engineering value; engineering value helps provide business value faster and with higher quality. * Top talent has left, is leaving, or is jaded. * Sexism complaints ignored by both management and HR. * Pay inequality is rampant. * Career growth coaching, even after a consultant group was brought in to assist, is vague and disparate across teams even within the same vertical. The annual review process is useless. Promotion requirements are not consistent. * Work / life balance can be poor depending on team and/or vertical.
