ForUsAll Reviews

I made bullet points of all the cons, negative experiences, etc. I could think of...I came up with a list of 21 (!) items. I've condensed them here into 3 main points. I'll also preface this by saying that much of what I'm about to say can be found in all of the other negative reviews of the company - so that should tell you something seeing as that the same negative issues and problems are still around. 1. CEO/Leadership If you're not in the inner circle and not the CEO's 'yes man', then you might as well look for a new job because you might not have one for much longer. Don't speak out against organizational/product issues that plague the organization and is the primary reason for client churn. Why? Because it can't be their fault. In fact, it isn't their fault. It's YOUR fault! That's right - it's because you're not working nights and weekends. It's because you're not hounding operations and product every second of your workday to fix issues. It's because you're just not "the right fit". It's because (insert excuse, lie, gaslighting here). Why fix the problem when we can play politics and point fingers, you know? Also, as something that really just irked me...the CEO likes to rip his vape pen on all-hands meetings and team meetings, blowing his thick clouds into the camera. Imagine I did that and ripped smoke into the CEO's face (even if it is virtually)...the disrespect. The lack of self-awareness, humility, and professionalism amongst leadership is truly astounding. No other way to put it. 2. Operational Issues Like I mentioned in my last point, the product doesn't work as it should. Plain and simple, cut and dry. This has knock-on effects that impact your ability to do your job well. From a client services perspective, you can't be proactive and drive value with clients if you're fighting fires and apologizing to clients every second of the day. But remember, it's your fault clients don't want to stay. As the CEO says, "We need people with that bulldog mentality! I will Venmo $100 to the first person who has a person from OPS and/or Product complain to me that you have been bothering them so much about issues that need resolution!" Go pay a contractor or two who knows what they are doing and can fix the issues. 3. Compensation and Advancement You don't get paid market rate and you will not get promoted. There are no truly formal reviews and they don't matter anyways because they are not tied to pay or advancement opportunities. So, really, what's the point? Again, if you want to advance, you got to be in the inner-circle. For example, the current Head of Customer Success has no relevant experience in CS. He was the CEO's intern prior to getting the position he is in now. He got the job ahead of well qualified individuals with years and years of experience in financial services. If that's the game you want to play, then by all means play it. But for those who don't, you'll be relegated to the sidelines.

Setting aside all emotion from the way my relationship with ForUsAll ended after 2.5 years, below is a purely factual recounting of what I experienced at the company during my tenure (which put me in the top 20% of employees) In 2.5 years I had 8 different managers. Below is a list of those managers and the timeline of turnover: Hiring manager brought me on in 9/2021 and she left for greener pastures by 1/2022 Then reported to her manager until he was let go in 3/2022 Then reported to the most senior team member who was let go in 6/2022 Reported to the New Vp of customer success as the most senior member of the remaining team until he left for greener pastures 8/2023 Reported directly to the CEO for 2 months before he delegated the responsibility away Reported to the chief product officer and former ceo for 3 months until he assigned me away to a new manager during the same meeting he put me on a pip (more on this later) Won’t work for another manager and will hand in my resignation to this new manager Manager was switched in the HR System without any notice to someone I have more tenure than and helped to train on the procedures we use This isn’t a “startup culture” it’s unmitigated chaos The Pip My manager, the chief product officer and former CEO, called me in on my first day of paternity leave to put me on a PIP. Nevermind that the entire document had been drawn up by the CEO (Which I can see from the google doc). My main issue with this was that the only area they listed for improvement was completely outside the scope of my job description. I was never anyone’s manager and no one formally reported to me but I was being placed on a pip despite being the leading individual contributor because the team was failing to meet its target. While this isn’t explicitly illegal, it's monumentally unethical a theme that will continue throughout. Also during this meeting, the CPO told me that I would be placed on this PIP, but would have a brand new manager who is unfamiliar with the department processes and norms to report to… I mentioned that I was put on a PIP while on paternity leave. I will now recount the 5 months leading to that leave as I submitted my notice extra early to try and work with my employer to ensure a smooth transition. I had one glowing performance review (you can see other reviews about this but FUA doesn’t do these regularly and when they do they don’t mean anything) so to be bombarded with scorn from the CEO only after I submitted my request seemed retaliatory. Shortly after he called in to our recorded hotline to tell me that I wasn’t doing a good enough job and that I am no longer to attend the Company wide all hands meeting. After the CEO switched me over to the CPO he scheduled a meeting with me from 6-6:30 every day after I had already worked a full day for an entire 2 months. He was very explicit to tell me that was not a PIP at the time. Mind you my wife was 8 months pregnant at the time and this severely limited my ability to help her by cooking dinner and taking care of our dog. After the baby was born (because instead of taking the leave immediately I tried to help the company and delay), things only got worse. The CEO would regularly degrade my performance in front of others to the point where even the chief compliance officer asked why this was still such an area of focus when other problems existed. This culminated with a meeting the day before I took my leave in which the CEO spent 50 minutes telling me that hiring another person was completely out of the question and then proceeded to give me his opinion on the people they were interviewing (presumably as my replacement). It became increasingly clear this was all a juvenile attempt to get me to quit before my leave so they wouldn’t have to pay me… Beyond that the product itself is abysmal. Senior management will happily tell you how they have 25+ years of financial services experience they still allowed a dashboard that lacks fundamental info. Participants cannot see how many shares of their investments they have and the data on investment performance is often incorrect. There is also no way to see the values of different balances like Roth vs traditional funds. These issues have been raised and ignored for years. It is incredible that during the dashboard redesign this was never brought up by experienced financial professionals.