Pros
You will meet some pretty amazing people. Starting out at an entry level role, benefits like Unlimited PTO and education stipends are pretty neat compared to some large companies, however, almost everyone is offering either some or all of the same benefits offered by Kepler so they aren't really doing anything special. So it really just comes down the people and realistically you cannot base you're income on others, especially when the pay already isn't worth anything (no matter the role).
Cons
*Warning* Prepare for a long read. My first day Kepler was during the 2020 pandemic towards Q4. As many are aware, finding a job lifted one of the many burdens that existed. At the height of a global crisis, Kepler was thriving. Promotions and new hires popping up left and right, extensive benefits, a well-rounded/diverse group of people, makes the company seem like the optimal corporate experience. By the time January 2021 arrived so did Kepler's red flags. Starting out in an entry level position I was lucky to have a great Manager and Senior Analyst. The pace and development that me and the other Analyst on my (I'll refer to us as the starting members in later points of this review) account was given was truly a gift because as soon as they left due to poor upper management (as all the other reviews going back years mention) that all changed. As Analyst (an entry level position) we were expected to not only train the newly appointed Senior Analyst and Manager on various aspects of our account but also complete tasks that were their responsibility because "they're new to the account and shouldn't be expected to know anything" in addition to our already long list of responsibilities per our role. Whether it's a new hire or someone that's transferred over from a different account, you will never experience proper development unless management actually cares to do their job or care about you. As our team expanded we kept hitting the same cycle of new hires/transfers and regardless if these people held senior positions or not their knowledge on how to do their new job came from the starting members and not the person they reported to directly. In addition to training every new member, the starting members kept the overall account afloat by managing the day-to-day of every single client. Responsibilities that belonged to upper management became the starting members' solely because "we have historical knowledge of the business based on our time on the account". These tasks then become ours as a way to "prep us for an upper management roles". Traditionally, we would've been okay with this is if the new SA and Manager inquired about our career track/goals (which of course they didn't because then you would have to actively be invested in our development/developing us to know that) instead of assuming we wanted to move up the ranks. Some people are okay with where they're at and some people want a change, either way you should properly inquire, instead of assuming just to cover up your incompetence. Eventually, the starting members realized their development was left in their own hands, which brings me to my first point. 1. Even though Kepler has growth/development opportunities across sister/parent companies and even in-house in-terms of resources and access to programs like Google, FB and, Microsoft's certifications that will never be introduced to you by way of your manager even though Kepler makes a point to have you go through a pointless process multiples times a year to 'develop you/your career' when the actual work never happens. Even though it's apart of their values and what they pride the company on, it will never happen the way they say it is/should. If you are on an account and switch to another your skills are rarely transferrable. Each account works on different platforms and are all structured differently depending on the client which makes no sense seeing as though the roles are the same no matter the team. That shift in management started a ripple effect that unfortunately is EMBEDDED within Kepler's culture. Who I reported to directly changed 4 times within a year (everyone that has been at Kepler for 1.5+ years has had several new managers. They have either seen multiple people in come on their account or they have moved from account to account to help fill shortages) and it happened after every review period. Reviews are used as a why to determine bonuses for SAs+ and all promotions. So you can imagine my distaste when I am asked to be open about my experience from the past 6 months and rate those around me just for the only person to receives my comments (my Manager) and worked out a 'development plan' with is switched out every time for someone who doesn't know me or the account. I had to not only prove my knowledge/skillset repeatedly while the new face of management knows absolutely nothing but also have to adhere to what they felt was needed from me in order to receive a certain bonus amount/promotion when they aren't doing anything to make sure those skills are installed within me. While they're taking 6 months to properly grasp 1/10 of their responsibilities I am being reviewed on skills that'll never be a priority to actually be provided to me. After a year and a half of doing reviews I never fully understood how exactly the process works to determine how your bonus or promotional score is calculated based on your review. Since a large portion of the review is multiple choice questions followed by an open-ended response box for you to elaborate on your selection, most of Kepler's employees do not understand how a 'score' is even calculated off of that. Before reviews open up Kepler will have constant meetings available to explain the equation used to find the dollar amount for your bonus. Once reviews are closed and your Manager meets with you to discuss your results. You can ask for the exact score but they won't tell you because it doesn't exist! It's all just a bunch of crap to help them run around the fact that nepotism will get some promoted/a high payout while others will always just 'meets expectations' but be aware that if you ever happen to not meet those expectations you will of course be the first on the chopping block when it comes to removing people for poor work instead of the managers that's responsible for the development of you and everyone else on the account as well as the account's overall performance. I've learned what Kepler's core values were doing multiple climate surveys used as a vibe check across the whole company. To my surprise, Kepler (C-Suite and up) wants everything to be fully transparent even though Managers+ do not follow that rule. Though Kepler expects that all employees are involved in the decision making that effects the account that will never happen. You will be pulled into a meeting about immediate changes to the account that ultimately affects your work without the thought of how those changes will actually effect your work having ever occurred. 2. Management from top to bottom SUCKS. Every issue that lives within Kepler is due to them, past and present. This honestly will never change because at this point the company is has bigger fish to fry than getting adequate management across the board. And THAT ladies and gents will be the overall reason to their demise if it is NEVER addressed with a sense of urgency. Though I have never experienced or witnessed misogynistic, racist, homophobic, and or cruel treatment I very well believe it happens quite often because these issues are constantly a topic of discussion when C-Suite employees address the entire company. This makes the great work that the DEI team does pointless because the boots on the ground never will do the actual work. The straw that really broke the camel's back was the pay. During my time at Kepler I have found that even at an entry level position I was responsible for things that Managers on other accounts never even touched in their day-to-day work. To be paid at a rate similar to those that do way less work while having to fight for a promotion just to be compensated fairly is insane. It's even more insane that you are compared to work done by other's on different accounts (no matter if your work and theirs actually aligns) as a guideline for meeting expectations. Since my account having a large set of clients was an outliner for how the company actually operates we were always being compared to those with less responsibilities then us during review season (this stand for Analysts+). When you're promoted you will always make the lower portion of the salary band, you cannot negotiate your salary. Kepler will tell you that in order to make the amount within your salary band is determined by your review and instead of paying you at the high end of the band (which basically equals a perfect review) you are given a promotion which again takes to back to the bottom of yet a new hill. If you are looking at Kepler for employment do not subject yourself to this unless you are applying for a Manager level role at least. This company is built on the backs of Analysts and Senior Analysts and you will not reap any real reward from it if you play a part in those roles. Everyone knows the woes of corporate America so if you want to deal with being overworked, having to cram out time to cultivate your OWN development, and deal with a toxic work environment that does not breed genuine relationships and real work ethic skip the small company and work for the larger corps because at least you'll be compensated will. All new hires should expect to walk into a complete mad house and face heavy workloads as the holiday season approaches. Kepler had layoffs take place for the first time ever early this year, there has been 3 layoff year-to-date after countless promises they made ensuring hard decisions were made so that never happens again.