LegitScript reviews

Hi. This is John, the CEO. Thank you for the feedback. I'm sorry to hear an employee feels this way. I think the person does make some good points and I'd like to provide a response. First, the reviewer is right that we don't have a lot of tolerance for cultural misalignment. (By "culture," I don't mean different cultural backgrounds. I mean not aligning with our company's culture, mission and values.) There's a lot I didn't know about running a company when I first started LegitScript, and one of the most important things I've learned is that company culture is really critical. So: it's correct that cultural alignment is a very high priority for me in the company, and I stand by that. Similarly: I did indeed make the decision that half of our tech team needed to go. (I usually can't provide detail on termination decisions; after that one, I did gather the company together afterwards to explain my decision to the extent I was able to, but perhaps this reviewer wasn't in the office that day.) For a variety of reasons, it was the right decision and I stand by it. I do understand that those former employees may be unhappy with me, as may their friends. But as CEO, my job isn't to make people happy, although I'm glad when I do. My job is to make the decision that's best for the company and our employees, which includes creating a positive, productive environment where people can thrive and be professionally fulfilled. I disagree that we have tolerance for rude or abusive behavior. Where that's happened, we've addressed it. I do think there are cases where we, and I, haven’t addressed it quickly enough. That’s something I personally learned from, and I can think of one case in which I wish I'd acted much sooner. At present, however, I don’t think we have a problem with that. I simply (and emphatically) disagree that we've ever fired anyone because they provided me or our other leadership advice we disagree with. I can unequivocally state I've never done that, nor have I permitted it. I can't provide detail on termination decisions, but I can say that termination decisions are never taken lightly and are almost always more complicated than we are able to share. Promotions that arise following terminations are often a result of long-time employees having cultivated their own skillsets over time and being given the opportunity to advance their careers. Finally, while managers we hire externally may not have some of the subject matter expertise that our amazing analysts have, they bring other skills (such as project and people management) that make us stronger as a company and bring value, just in different ways from day-to-day operations. If the person still works for LegitScript, I'm always happy to speak more in person about their concerns. If you are reading this, I hope you'll consider coming by my office or sharing your concerns with me directly. Even if we end up agreeing to disagree, my door is open and I welcome the feedback. -- JCH