Pros
The people are the best part of the company. There are talented, hardworking, and genuinely committed employees across every department who care deeply about the mission and want the business to succeed. Many continue producing quality work despite significant organizational challenges. The robotics market opportunity is real, and there is a genuine path to building a successful company in this space. Unfortunately, talent alone cannot compensate for the execution problems above it.
Cons
The turnover rate is the single most important fact prospective employees should understand before joining this company. Employee departures are not isolated to one team, one function, or one period in time. Turnover extends across departments and management layers. High performers leave. Experienced operators leave. Managers leave. Regional leaders leave. When this pattern repeats itself over an extended period, it is no longer an employee problem. It is a leadership and organizational problem. A recurring issue is the disconnect between how the company presents itself externally and how it operates internally. Leadership often communicates a vision of a mature, enterprise-scale organization, yet many core processes and strategic decisions reflect a company still working through basic execution. Decision-making frequently appears reactive rather than strategic. Priorities shift with little notice, projects are started and abandoned, and teams are often required to redirect efforts based on changing executive preferences rather than measurable business outcomes. This creates confusion, inefficiency, and a sense of instability. There is a noticeable gap between rhetoric and reality. Significant emphasis is placed on narratives and future potential, while fundamental challenges remain unresolved. Customer needs, execution quality, product-market fit, and employee retention often receive less attention than they deserve. Sales execution remains a concern, and product development struggles to keep pace with customer requirements and market expectations. Internal politics can play an outsized role in decision-making, and employees quickly learn that raising concerns or questioning direction may not always be welcomed. This discourages honest feedback. Perhaps most telling is the tendency to treat departures as isolated events rather than symptoms of broader issues. The same problems resurface, and the same cycle continues. ***Anyone considering joining should conduct thorough due diligence. Speak with current and former employees across multiple departments. Pay attention to turnover, leadership tenure, morale, and the consistency between what is promised during recruitment and what employees experience after joining.