Pros
I worked in the Austin office and I woud say the pro would be the property managers and the accountants
Cons
**1. Poor Support for Working Parents**
Despite promoting work-life balance, the company showed little support for employees with families. Paid time off and approved absences were frequently questioned or used against employees later. Work-from-home opportunities appeared inconsistent and based more on favoritism than policy. After my husband lost his job, I was told by a manager that "now Matt can stay home with Stella when she is sick," which reflected the company's attitude toward working parents.
**2. Nepotism Drives Advancement**
Career advancement appears to be based more on personal relationships than performance or qualifications. Many leadership positions seemed to be filled through family ties, longstanding friendships, or close personal connections to senior management rather than merit.
Throughout my time there, decisions regarding promotions, compensation, and employment status often created the appearance of favoritism and conflicts of interest. Employees with close personal relationships to executive leadership appeared to receive preferential treatment, while others had limited opportunities for advancement regardless of performance.
My position was ultimately undermined by a younger employee with family connections to executive leadership. At the time, I had received no formal disciplinary actions, negative performance reviews, or documented concerns regarding my work. I maintained positive working relationships across the team and was consistently regarded as a reliable contributor.
Despite this, I was informed that management was "thinking about going in a different direction" based on feedback from another employee. I was encouraged to begin looking for another job, while simultaneously being told that no final decision had been made. During this period, my position was posted externally while I was repeatedly assured that my employment status remained undecided.
After months of uncertainty and conflicting messages, I resigned. The experience reflected a lack of transparency, consistency, and accountability in leadership decision-making, and reinforced my perception that personal relationships carried more weight than performance, professionalism, or results.
**3. Limited Compensation Growth**
Compensation growth is minimal regardless of performance. Annual raises are generally limited to a standard cost-of-living adjustment of approximately 3%, with a portion automatically directed to the 401(k). High performance, additional responsibilities, and long-term contributions do not appear to result in meaningful financial advancement.
