Relativity reviews

Lower pay was always balanced by other benefits like unlimited PTO. Return to office (2 days a week for those who didn’t or couldn’t move from the office area) really destabilizes those types of equations. Your experience will depend - like most jobs - on your manager. Now that they can only recruit from areas where we have offices it will reduce the talent pool dramatically. Being able to hire from anywhere in the U.S. raised the bar so much. Also there’s still a lot of bad behavior that is rewarded. They’ve cracked down on underperformance over the years. But people who don’t live up to the core values, make life more difficult for people, etc. are kept around.

As good as the year has been for the company and it's bottom line, it's been a wild ride for employees lately. Our ongoing cloud transformation has led to a lot of tension and uncertainty. That ship is mostly righted but many people are still burnt out from the work that went into getting there. We're a little over a year away from layoffs- letting go of people who we really needed right when we needed them. Since then A LOT of hiring has shifted to Poland. On top of that we've had a leadership change. To some extent, you can't argue with the results we've had with Phil as CEO but from a... day to day standpoint as an employee there's been a pretty big shift in quality of life. This used to feel like a company that bent over backwards for employees- that made sure we had all the tools (for we needed to be successful (we shifted from Zoom to Teams and it's been... challenging), that communicated everything that was going on regularly and honestly. Mike Gamson's great strength as CEO was his ability to communicate, and his genuine empathy for employees. Phil may be good at making money but he just doesn't seem to care much about the people who work for the company. It feels like our DEI programs- something we used to be REALLY committed to- have fallen by the wayside. Finally, like a lot of companies, we're shifting back to in office work which will cause massive disruption to the lives of many employees who have built their lives around the promise that we were going to be fully remote for good. When asked why and how we would measure the success of the return, the answer was basically "vibes." When people shared ideas for how this whole process could be improved, the answer was a blunt "we're not doing that."