Great place to work, non-competitive comp
Pros
* I want to call out everyone on the StratOps team - especially our VP - they're all smart, driven, and make the place fun to work at every day. I've never felt so supported in my career, and really appreciate how much each team member adds to the work experience. * The role (StratOps) itself is great --- so much cross-functional visibility + opportunity to work on interesting initiatives. * I truly believe in our leadership - our Chief Fintech Officer brings so much industry knowledge to the Org, and I am appreciative that he brings so much clarity to what we're doing. This also extends to our CEO - he's an empathetic, knowledgeable, and capable leader, and I don't think HCP would've seen nearly as much success without him. In a word, both our C$O and our CEO are amazing. * I appreciate how much the Org is responsive to employees' needs, whether that's time off for personal emergencies, being supportive of LnD, or even being open to alternative ways of doing things (thinking OKR planning as a specific example), I know that someone will always take the time to hear me out.
Cons
In a word, COMPENSATION. The primary reason I've ever explored other job opportunities is because HCP underpays for my role. I know that management might say "we've not had layoffs because we run a tight ship with respect to compensation", but (a) I think this can be more than mitigated against by (a) continuing to grow as quickly as we have been; (b) not overhiring for positions (and instead paying people a bit more for good work), (c) continuing to save money on other items (e.g. reducing office-related costs, perks, etc) and (d) continuing to outsource parts of our workforce to LCOL countries. Specifically, in my case, I know that similar roles - with the same or similar title - in my city make 15-20% more on average, and I have received job offers in the past (which I didn't take due to ALL the positives above) for 25% more in base. In addition, Leadership / HR / etc all like to talk about "the value of our equity", but barring a liquidity event, that doesn't really make a difference in my day-to-day life. It's not like I can go to the supermarket and buy a roast chicken with my equity grant. I'm also not certain that equity grants are either large enough or valuable enough to be meaningful for folks who have joined a bit later. Finally, and this is small, but indicative of the "nickel and diming" philosophy the Org teams to take with respect to Comp, but there's no 401(k) match. Ultimately, they should know that hiring replacement employees for those who quit due to comp-related issues would be more expensive than paying people a bit more in the first place.
