- “Flexible working hours” – False: Despite being marketed as “async,” you must submit your working hours in advance. Your activity is monitored in a tool called Assemble. If there’s more than 1 hour of inactivity, your manager will question you. You must be online on Slack and actively working during your set hours — this is micromanagement, not flexibility.
- “Flexible paid time off” – False: Capped at ~30 days or less annually. No more than 2 consecutive weeks allowed. Must request 6+ months in advance. Holiday weeks like Christmas and New Year are off-limits. In some cases, you may be required to work holidays.
- Poor Mental Health Support: Chaotic, constantly changing environment with no real leadership support. People team and managers are rarely available. Employees are treated like robots, not humans, with zero concern for mental health.
- Biased & Restrictive Recruiting: New hires must be in the 80% or lower geo pay band, with at least half of each department in the 50% or lower range. U.S. applicants have almost NO CHANCE unless in the 90% or 100% band — and even then need special approval. Hiring is concentrated outside NYC and SF as a default.
- Learning budget: Reduced every year.
- Social/co-working budgets: Nonexistent — no funding for in-person events or co-working spaces.
- Culture & Values Don’t Match the Branding: The stated values (care, empathy, autonomy, empowerment) are not practiced.
- Leadership is top-heavy; during budget cuts, managers protect themselves and cut staff rather than take responsibility.
- The culture rewards optics over substance. If you raise legitimate concerns or push back based on experience, you risk being sidelined, excluded, or pushed out. Many current and former colleagues have experienced this.
- There is no true anonymous reporting or surveying. While leadership claims feedback is confidential, responses are often traced back to individuals, which discourages honesty and makes employees fearful of retaliation.
- Performance Review: By default, you’ll rarely score above a 3 (“Meets Expectations”) in performance reviews, as raises are minimal and promotions are tied directly to the review cycle. A rating of 4+ is typically only given when you’re being promoted, which is very rare.
Additional Concerns:
- Ineffective leadership that limits professional development.
- Ongoing budget reductions and continual executive-level restructuring.
- Turnover at the highest levels — three CMOs within a single year.
- Compensation falls short compared to market standards.
- Benefits are underwhelming, especially for a company in the tech sector.
