Pros
The core product suite remains the standard by which many of the other industry leading OMS and compliance platforms are measured. A near perpetual focus on improving the product and its features. A consistently deep sales pipeline means no shortage of projects or “utilization” opportunities in the professional services area. Highly cerebral and no-nonsense culture with a constant emphasis on driving results and performance. “Type A” individuals will usually thrive here, but burnout is a huge risk. Slackers take note: you will usually be dispatched back to the Linkedin Jobs board within 12 months if you make it through the gauntlet. CRD is exceptionally selective hiring and recruiting standards for new hires and associates. Charles River looks great on a resume (assuming you can wait out that mandatory non-compete employment agreement) and you will develop a great network of buy and sell side clients and business partners. Pays 20%+ above industry average (but no equity).
Cons
Here is the truth. Brutal, austere, and frankly baffling culture with inconsistent leadership or philosophical direction from on high. Not employee centric. Holiday parties are in January (to save money?) and 45-50 hour work weeks are the norm. Departments are in silos and there is poor communication and cohesion in the ranks. Group think is a problem and many are afraid to present opinions which vary from the leadership's. Culture of blame pervades (especially when clients terminate or potential mammoth deals might fall through). Periodic house cleaning is common and it keeps everyone on their toes (and their resumes up to date). Turnover (voluntary and involuntary) tends to be much higher than average and it seems to increase the higher up the ladder you go. (VP and above can be the professional equivalent of the “Everest Death Zone” so be extra careful if you are in contention for that senior VP role. It could go either way and you probably won’t see that pink slip coming on that fateful Friday morning in December). If you need job security, you may want to think twice before saying yes. Firm likes to experiment with new (and somewhat hastily designed) service and delivery models every couple of years to replace the previous organizational models that fell short of the owner’s expectation. This can mean frequent staff reorgs, role modifications, “cheese moving” and widespread confusion as to what the thought process is on the second floor. They also have a tendency to pull mid/senior level executive talent in from the outside (versus promoting from within) so career path is limited (where you start is probably where you will finish). Remember those selective hiring standards? Because of them, the firm is perpetually understaffed and under the gun to deliver on those lofty sales commitments. Many implementers burn out by year 4 so there is a limited pool of truly experienced personnel for projects. Lots of managers...not a lot of implementers.