If you're looking for a place that will reward you proportional to the effort and work you put in, look elsewhere. There is almost zero upwards movement and career growth and structure. Middle management and those on the bench have extremely high turnover rates because upper management (CEO, HR) lacks foresight, only focuses on what will generate profit in the short term, doesn't invest in their employees' future/well being, and the lack of communication doesn't put any trust in employees. Employees are seen as merely numbers, and not humans, as seen in email updates indicating successful quarters, but not mention that an entire department has leadership staff quitting faster than COVID19 spreads. We've had critical reagents with longer expiration dates than most employees. To put that in perspective, you will train new employees before you are converted from contract employee to full time employee. You may think this is a result of young employees beginning their careers, but this high turnover happens across employees of all ages in all ladders.
People drop like flies because of poor allocation of job responsibilities. Each individual already has a great burden of duties when hired, but accumulates more duties over the next 6-months to 2 years without any substantial increase in pay, job title increase, or recognition. Then these employees leave before a proper transition of duties, which then burdens the more senior employees. This behavior repeats in all positions from lab techs to supervisors, until almost the entire laboratory staff is replaced within a year.
An employee once asked the CEO in a meet and greet: "We have yearly performance reviews to assess our performance and keep us accountable for our yearly goals. How do we hold you accountable for the things you say you'll do today?"
CEO responds something along the lines of: "Well first I need to make sure you'll uphold your end of the stick first, before I do mine."
If that isn't telling of the company's attitude, I'm not sure what is.
