Pros
* Interesting tech and domain space * Office perks (free soda, free food Fridays, fun events) * Reasonable benefits (401k, health) * Funding granted for a greenfield/nextgen product * New CEO has strong vision and influence in sales and marketing
Cons
LogRhythm was acquired by a private equity firm. With that acquisition came major leadership changes. These leaders have been striving toward big changes in engineering, but have gone about it very poorly and caused mass attrition within the last year. Below are my observations of the Engineering Leadership: Does not value people ———————————— * Leadership rarely held 1:1’s with people reporting directly to them * Many promotions have come as a response to all of the attrition instead of being aware of the actual career development of people * Leadership gave a review here referring to ex-employees as “snakes”. Regardless of the reviews these people wrote, is that the kind of maturity and poise you want in a leader? Many very talented, passionate, and smart people worked here, the least a leader can do is be respectful * Regularly would cancel scheduled fireside chats and meetings without the courtesy of an explanation. This simply demonstrated a lack of care for people’s time and interest * Once new greenfield plan was announced, it included hiring 80% of new roles to contractors Incompetent ———————————— * Leadership gave a review saying “Boulder is a nice place, but talent is lacking”, which just shows their lack of awareness to the talent that is in Boulder (and lack of awareness to how fast rumor spreads in the tech world of Boulder) * There were some honest and open conversations with leadership, but they acted “shocked” people felt this way. They were unaware (or turned a blind eye?) to the problems brewing in the org Not trustworthy ———————————— * good at meeting external deadlines (board presentations, business reviews), but very poor at meeting internally communicated deadlines (hiring timelines, org changes, process changes, etc) * conducted the interview process of new hires in a very secluded fashion; hired people into teams without including the team in the process to be considerate of culture fit
