Great Potential, But If You’re Not One of Them, Good Luck
Pros
- Some genuinely great people here who strive to make a difference, whether by supporting their colleagues, fostering collaboration, or working to create a more positive and inclusive environment within their teams. - Some decent perks like summer Fridays off and $500 a year for travel. However, with their most recent funding raise they seem to be getting rid of perks in favor of more traditional things like equity and an ambiguous yearly bonus based on the company's performance. - Opportunities exist for impactful work in tech and processes if you can navigate the internal politics.
Cons
- They claim to offer annual merit increases, but you will have to push for them as they are not on any kind of schedule. Additionally, promotions with added responsibilities often come without pay increases, with the justification being tied to the company they use to determine "pay bands". If you question the pay bands or ask for a discussion to better understand, they will just send you an LMS course with general information rather than speaking with you directly. - The company’s culture heavily favors those who align with conservative, insular norms. Women, queer individuals, and anyone outside this "preferred mold" face significant barriers to being heard, respected, or promoted. - Misgendering of employees who didn’t use him/her pronouns was a recurring issue. While this affected only a small number of individuals, it was unacceptable and highlighted a lack of inclusivity. PX leadership needs to take responsibility for fostering a more inclusive workplace where all employees feel respected. - The executive and management teams operate as a boys’ club. If you’re not part of this club (like them) or unwilling to play along with their dynamics, expect limited opportunities for advancement, regardless of your performance. - The company had a lax remote work policy and gave specific approval for employees to relocate, including out of state. However, around six months later, they abruptly reversed this decision, deciding everyone needed to return to the office. This forced employees who had relocated to either quit or be terminated, showing a significant lack of consideration for their personal lives and commitments. - Terminations and position eliminations are poorly handled. I saw multiple instances where everyone knew someone was being let go except the person themselves—all the way up until their termination date. For example, multiple people were let go just weeks before or during the holidays. While severance was offered, it was barely enough to get through the New Year, leaving previous employees scrambling during the holiday season. It’s humiliating and unnecessary. Despite boasting during all-hands meetings about helping outgoing employees find new opportunities, they’ll go radio silent after you send them an updated resume. - Culture is treated as a buzzword, not a reality. The "Belonging Committee," as their culture team is called, consists entirely of straight, white individuals who show little interest in change. Adding to the hypocrisy, a core C-level member involved with this committee has been fired twice before. Observing their current behavior—including openly disparaging employees in meetings—makes it easy to speculate why. Their return undermines trust and reflects poorly on the company’s supposed values. - After an acquisition, employees that came over were quietly pushed out through arbitrary terminations or labeled position eliminations. It was a quiet truth everyone knew about but didn’t openly discuss. Those who remained could clearly see what was happening, but transparency was nonexistent. - Feedback is dismissed as irrelevant. Highlighting problems or systemic issues often results in hearing some version of “Maybe it’s time for your next hero’s journey,” which is thinly veiled code for “Leave if you don’t like it.” Witnessing this pattern made it clear that speaking up wasn’t an option without risking retaliation.
