Pros
- You’ll be given many opportunities that you would not be given elsewhere, but this is because RQ is a very risk tolerant organization and because senior technical staff are fleeing from the company. - When RQ decides you’re a valuable employee, you might get some cool perks. - Pay has been increasing for some people, at least on the technical side. - If you elect to work here, it will be a fine place to get your first year of experience and meet people who will make finding your next job easier.
Cons
- The company is on the down turn. A pivot to GreyMatter as a focus has gutted the company of its experience and it’s small business mindset and focus of adaptability has no place in a product company, where decisions can no longer be followed through on a whim. Most days, you just learn someone else that taught you things is leaving. - Senior technical staff receive very little additional training. There was a promise that we’d get INE training months ago. It never happened, and we’re getting stalled. There is very little investment from the company to make you a better employee. - We were promised a competitive salary analysis in December. It “happened” and we got the same raises we would have gotten without it. We weren’t told what adjustments were made to our salaries in order to accommodate these changes. During this same period, the CEO would talk about record breaking sales in COVID on public meetings, and all pay increases were frozen in this period. Now we’re getting massive 20-40% pay raises because there’s an exodus of talented people. (Managers also explicitly say to not talk about these pay raises) - Everyone in management treats you like you’re insane for asking for more money when you get moved around. Moving from an Analyst to a “Detection Engineer” is a lateral move, even though you might just be in charge of a company’s roadmap for security, merely 1 year out of college. The thought of paying you an amount of money that makes sense for that role is out of the question. - Management likes to think that it’s accepting feedback and that “getting it off your chest” is all the solutions you need, but they don’t do much to actually improve things. Check out all the responses to reviews here, and you’ll see the VP of People basically saying “No, you’re wrong, actually we have X.”, “I hope you gave concrete examples in your exit interview.”, and “Please reach out to discuss how we can better support you” - With a focus on internal tooling, much of the previously great experience you’d get touching a ton of industry tools is no longer available. - Though I am in a technical role in the SOC, many positions are in serious trouble here. I’ve never heard a developer say they are happy, I’ve seen delivery managers crying in the hallways, I’ve had women in the office say that working here can be incredibly awkward due to the amount of men making advances on women - including some managers. - Asking to WFH is essentially hell. We originally went to WFH before Florida declared a State of Emergency. We were mandatory return to office in the peak of COVID because “contracts made us.”. Now we get one day WFH every other week. No Mondays/Fridays (because 0 trust). Many times, I’ve walked into the office to find entire departments WFH because of COVID outbreaks. Probably 2-3 times a week. In a now deleted Yammer post, the CEO’s Doctor Friend posted that “COVID doesn’t actually really impact most people, everything is fine. Everyone basically needs to get infected so we get herd immunity.”. People who work here had friends that died to COVID. - Getting selected for managers/promotions is directly tied to how much you’ll lie about GreyMatter to customers. Become a Power User, so you can teach our customers how to use a webform that does an API call named “automate”.
