CEO is off his rocker - Data Engineer TetraScience Employee Review

Unserious companies ignore snarky, inaccurate, unprofessional, and ad hominem posts like this, naively believing that these types of cultural cancers will go away if ignored. As a serious team, and one guided in all we do by our values, we know that cultural cancers metastasize if not treated quickly. Per our categorical commitment to transparency in all we do, we fully subscribe to Supreme Court Justice Louis D. Brandeis' famous quote: “Sunlight is said to be the best of disinfectants.” It's in this spirit that I'd like to note a number of important items for those considering joining Team Tetra: First, this post stands in vivid contrast - in substance and tone - to all of the preceding 5-star reviews and unambiguous endorsements of the company, culture, and leadership team, which I've been proud to lead since early 2021. I would encourage you to review the totality of reviews since that time to gain better insights into who we are as leaders and an organization. Second, and rather notably, given the backdrop of geopolitical instability (war), macroeconomic deterioration (inflation), capital markets dislocation ($12T in losses this year), and the "tech wreck" (EMCLOUD: - 50%), this deeply disgruntled employee’s original post will not age well as it stands in isolation from the reality of the world around us. The basis for my two 2-hour all-hands meetings on current events is straightforward: As CEO, I have the awesome responsibility of leading Team Tetra in building this company in pursuit of our mission. I can’t lead Team Tetra if they’re not prepared, and they can’t possibly be prepared if they don’t have the vital data and critical context to inform how we should respond to this new world dynamic. To not have thorough discussions of the real world, and its direct impact on our company, would be an abdication of my responsibilities and a recipe for disaster for each of our employees, their families, and all of our stakeholders. It is this serious approach to company building which has enabled us to grow at a best-in-class rate, be highly capital efficient, and have world-class employee retention metrics. We will not deviate from this in response to a cultural variant with a personal agenda. The hiring and interviewing process in any company is fraught with information asymmetry – i.e., the candidate has perfect information into who they really are vis-à-vis skill and will and character, while the company has little to go on other than the candidate’s word; and the company has perfect information into its values, operational and financial data, and overall business, while the candidate has little. I go to uncommon lengths to ensure that we close this information gap by being radically transparent and consistent with candidates on all fronts. We share more data with candidates than any company I’m aware of and we answer any and all questions they put forth. I do this to set the candidate and TetraScience up for success. Implicit in this engagement is a quid pro quo pursuant to which the candidate, armed with all of this data, will in turn be self-aware and reflect upon whether this company, its values, ethos, and culture are truly aligned with who they are as a person. Unfortunately, this individual knowingly and willingly ignored our unambiguous allegiance to our values and our unwavering commitment to being a serious team and joined regardless. To wit: We actively seek out and screen for resilience, yet this employee is triggered by geopolitical and economic reality. We actively seek out and screen for fearlessness, yet this employee hides behind the cloak of Glassdoor anonymity. We actively seek out and screen for commitment to craft, yet this employee is repelled by the very data which is necessary to improve our position in light of market conditions. We actively seek out and screen for those who embrace and manifest trust and collaboration, yet this employee actively seeks to undermine the foundations of our mutual trust and collaboration. We actively seek out and screen for those who can be constructive and kind in their feedback, yet this employee devolved to ad hominem attacks. We actively seek out and screen for serious professionals who seek to be elite, yet this is possibly the most unserious act I’ve seen in my career. While this individual has set themselves and Team Tetra up for failure by joining a company they don’t understand or align with, we share equally in this responsibility as an organization. We clearly lowered our cultural bar in order to fill a position. Doing this invariably leads to churn, lower employee satisfaction, and compromised execution. On balance, we have done an amazing job in identifying culture fits. We missed this one; and badly. We will do better. - Patrick