Pros
Fast paced with new challenges each day. There aren’t many layers of management which helps as far as escalating ideas or issues to people who can help. DTO does allow for flexibility to take days off.
Cons
Salaried/hourly employees are treated as a commodities and not people. It’s almost an unspoken rule for upper management to have been in the military and you will be treated as you’d expect to be by former military officers, as a grunt. Turnover is very high making the lives of those left behind. Average tenure here has to be well under two years. Teams will have well over half of them turnover each year with upper management changes on top of that as well. Not uncommon to have several new managers throughout a year due to turnover. - In order to save money most of these opening will not be filled until Q4 if at all meaning your off peak that they advertise as a time to recoup and use your DTO Is spent doing 2-3 jobs at once making taking a vacation very tough. It’s a strategy they openly employ each year. Training/Development. There is none. If you are coming from a different role/industry or trying to start your career do not expect much in the way of training. There’s no formal process in place and most people are too busy to help for long. This issue is made worse by how many people are hired during Q4 when current employees are at their busiest. Many people spend the first 3-4 months with little guidance or help and later on discover they have many blind spots in their skills as they were never properly shown the spectrum of their responsibilities. Work life balance. The flexibility provided by DTO is nice but work life balance is a struggle. While the employee handbook lists 6 holidays you will end up working most of them. Many people who were here when DTO was rolled out did not switch off PTO as they felt it was the only guarantee to time off at this company. I don’t know almost anyone who has taken off more than 5-10 days this year with DTO. Many places allow 14 days PTO anyway.