- Top down culture of fear at the company. There are no 360 reviews here, so performance is only evaluated by your direct manager with no real input from anyone else. As a result, people are afraid to speak up to the CEO and CCO who are a husband/wife duo. This fear trickles down to the rest of the organization. - Hire to fire culture borrowed straight from the Amazon playbook. The expectation is that each performance cycle 20% of all employees will be "below the bar" and will eventually get pushed out. Employee churn is constant. - Work life balance does not exist here. Be prepared to work nights and weekends - There are several people in exco and lower management that are straight up incompetent. More than a few managers here have no idea how to build/grow a team, motivate people, or give actionable feedback - Favoritism and office politics are a mainstay here - Promotions are infrequent and often denied for dubious reasons as the company tends to hire externally rather than grow existing employees - Despite there being many interesting technical problems to solve, engineering teams are frequently not given enough scope to achieve the business impact needed for promotion - Compensation is not competitive with market rates despite a high hiring bar - Tech stack has a surprising amount of legacy code and poor architectural decisions that don't scale well
