Things have changed with a new CEO and CTO, and they have lost all of their culture, at least the leadership under the CTO. It went from a bottom-up environment, where the engineers drive the ideas, to a top-down organization, where you are expected to be a bunch of yes-man order takers. Leadership would give mixed messages, and many times you would do the same work over and over because engineers were not listened to on projects, and the decision makers would make bad decisions.
The leadership under the CTO also became heavily numbers focused (going against founder Dan Gilbert's ism "Numbers and money follow, they do not lead"), and used stats like number of commits to hold people back from raises, bonuses, and promotions, when it was never discussed prior that we would do such a thing. People would be huge contributors, but commit once a day, and they would get smaller compensation than those who did very little comparatively, but committed each line of code.
Management was not to be trusted. If the market took a downturn, good people got fired for almost nothing, while bad people would somehow stick around forever. There was definitely a lot of favoritism among leadership, and it definitely had a "fraternity" feel to it, where you had to be in their club to be listened to or promoted.
They used to allow a lot of people to have the freedom to work from home, and have more flexible hours, as long as you got your job done and hit your 40 hours. That also changed with the new leadership, and as traffic became worse and worse with the I-75 traffic, they became increasingly more stringent, and took away many of the flexibilities that allowed people to have a work-life balance. Keep in mind, that I do the same role for a different company completely remote, so making someone drive hours a day just to have you in the office is not very conducive to a positive environment.
