Pros
Loved working for Improving! The company is full of incredibly smart and talented people at every level - true experts in their fields. They deeply invest in your professional growth through in-house training, conference attendance, and free user groups. You’re encouraged to write articles, publish books, and even present at conferences as you grow into leadership and thought-leadership roles.
During my time there, I learned a tremendous amount. The only limit to your growth is the one you set for yourself - they’ll teach you or help you learn whatever you need or want.
Improving also offers a great bonus program and an annual all-employee trip to Las Vegas, which is always a highlight. Their hybrid work model provides flexibility to work from home when needed, while still allowing for valuable in-office collaboration and social interaction. It’s a balanced, flexible environment that truly supports both personal and professional growth.
Their free snacks and drinks in the office are just an added bonus.
Cons
The hybrid work model isn’t consistently enforced, which creates imbalance - some employees come to the office only once a month, while others are there several times a week. This inconsistency can be demotivating, especially since both groups are evaluated equally when it comes to growth opportunities or layoffs.
There’s also a noticeable divide between employees who go above and beyond - spending extra hours supporting user groups, organizing events, and contributing heavily to the company - and those who simply meet expectations. Unfortunately, when contracts end and new ones aren’t available, both groups are often treated the same. At Improving, even as a full-time employee, your value solely depends on being billable.
Their onboarding process is poor. You may be hired on Monday and go to your client on Monday morning without knowing anything about the company, its culture, or how to represent it properly. Sink or swim is not a great strategy. Improving is unique; their trust values are great, but it takes time to tune in. I wish they would give your some time to adjust.
Some long-term corporate employees (10–17+ years) could benefit from more accountability and market comparison. A few seem to maintain their roles through personal connections with upper management rather than through measurable performance. It would be healthy for the organization if those in long-held positions were required to periodically reapply for their roles, ensuring that skills, performance, and compensation remain aligned with current market standards. This would promote fairness, transparency, and alignment with the company’s high-performance culture.
The bonus structure rewards those who can dedicate additional hours beyond the standard workweek - typically 5+ extra hours - by earning points for activities such as hosting user groups, writing articles, attending events, or supporting sales. While this is a great model for those who can regularly work 45+ hours a week, it can be challenging for employees with family commitments. Strong project performance alone has little impact on the quarterly bonus, which is more influenced by after-hours participation than by day-to-day results.
