An area the company often struggles is its mild tendency towards profit over people, some of this is to be expected with any company, but ongoing long hours with little investment has lead to high rates of turnover in many positions. This also impacts level of employee investment.
Traditionally AV is a niche market, but as the company has grown they're hired more people without industry knowledge (whether that is Account Mangers, Engineers or whichever). Being an engineering company the focus of improvement is always on engineering, which is good if you're an engineer, but there is limited investment in skills for other positions.
Another area where the company struggles is process efficiency. Management tends towards a reactive approach to process improvement rather than a proactive approach. Reactive processes are slow to be effective, which could be expected in a larger company. Ford is still small enough that they should be capable of more agility in process improvement.
Employee longevity is equated to loyalty, which sounds good, but slows innovation. This is especially relevant when hiring an increasing number of millennials who want to learn and pour themselves into their work.
Ultimately these are all trust issues on the management level. None of these should necessarily be deal-breakers for anyone looking to work here, but they are part of the culture you should be at least aware of, if not comfortable with, before committing.
