First and foremost, the pay is not up to par for the work being asked most of the time. It is not bad by any means, but people are definitely underpaid for the value they put in. There is an argument that the opportunity to move forward and the work/life balance you can achieve offsets this, but it all depends on how you rank those specific ideals.
Unless you are a salaried employee or one of the top dogs in the hourly category, there usually is an slow season that doesn't yield many hours. This can be hard if you are not prepared for it (or unless you are one of those individuals).
Training is also another downfall to this company. While there are programs that are in the making, they are not fine tuned nor are they in every unit. Most of the time, it turns into sink or swim.
This is a very young company. While that is a large reason that it has growth opportunity, it also yields a lot of learning as you go. Programs and policies are being built on a corporate level, but they are being built after one unit or another has put said program/policy in place and worked through the kinks. This is a great way to do it, but if you are the unit that is attempting something like this, it doesn't always work out for you or your team.
When your job description gets to the point that it includes overseeing the operation, much falls on your shoulders, but the compensations is still not quite there. There is a large jump once a GM or Excecutive Chef level is attained, but until then, you work a lot and are underpaid for it.
Working for a client, in that client's "house" can be difficult. Some clients are cooperative and more akin to a partner, however, others are difficult, unprofessional and know-it-alls (at least in their minds).
