Pros
- Stable and growing company - Brand recognition continues to grow - Excellent benefits (401k matching, excellent healthcare with HSA funding, unlimited PTO) - Big enough company that you can transfer to other positions if you network well - CEO cares about this work and the people - Colleagues are generally nice and down to earth; employees often make lifelong friends here; most employees are older and have families, and work to live vs living to work - Resources like LinkedIn Learning and tuition support are available for go-getters who want to learn - A good place to absorb and grow your skills, especially for early career professionals
Cons
- Talent management’s main concern is keeping costs (aka salaries) low rather than hiring the brightest minds and proactively retaining talented employees. Expect annual raises that are below cost of living increases and bonuses between 5-8% for levels below AVP (vs senior leaders who are bonused at 100%+ of base) - Investment in DE&I is surface-level and has much room for improvement (like compensating ERG leaders and building out a dedicated DE&I team) - Promotions are often political rather than performance-based; no clear path to advancement; managers are coached around saying no during salary conversations but not coached around advancing deserving talent. Managers that do try to promote their directs are discouraged from doing so. Many managers feel stuck and/or ineffective and unable to adequately support their teams. Good managers ultimately leave. - Top performers don’t stay, which leaves skills gaps in important functions and impacts morale - High turnover and an attitude of “we’ll just hire someone else” leads to burned out, overworked recruiters who don’t have bandwidth to maintain an empathetic, human-centric recruiting process - Tech stack is behind the curve. We were using Office 2013 in 2019. New hires expecting to use Slack and Zoom will be disappointed. General knowledge of technology among the average employee is poor.
