-You are NOT a NYS employee, losing access to important benefits like health insurance for life.
-You are NOT part of the NYS employee union, but a slightly different version of CSEA, with much less support, guidance, and resources
-You will be expected to hold the standards of both NYS and HRI, including attending double the amount of orientations, training videos, etc
-Though company allows 50% hybrid structure, it is entirely dependent on your direct manager, who can revoke or refuse WFH at any time for any reason. You may be fully in person, and someone on your team may be 50% with a flex day off.
-The team culture, again, is wildly dependent on your manager. Some teams had supportive, smart, flexible, engaged managers. Others had scattered, power-hungry, dismissive, toxic managers.
-Rules around PTO, sick days, and personal days are unclear and fall, again, to manager discretion whether you will be allowed to take time off when you need it.
-HRI employees were funded by federal funding, whereas NYS employees were state funded. When a presidential administration changed during my time, HRI positions were laid off in droves, and NYS employees remained secure.
-Though the benefits for the position were great (e.g. the NYSHIP health insurance), the cost of the benefits was astronomical. I accepted this job with a 15k increase in salary from my previous role, and my take home pay was 100 bucks lower per paycheck.
-Despite offering and encouraging exit interviews upon resignation, I never received a follow up to schedule. I would have loved to provide this feedback to a person rather than to the internet
