VelocityEHS reviews about "career path"

-Pay seems low. A top-tier employee could end up making much less than an average employee due to sheer luck, which is frustrating. -Career path options feel very rigid, so it can feel like you're running in place. -You can theoretically make much more as an associate than an account executive, so there is a disincentive to work for promotion in some situations -Bit of a work hard play hard college type of drinking culture. Not for everyone.

My career path isn’t clear. It’s hard to think about career changes within the company because if you do well in sales you make too much money to switch to other departments and the career path is limited to sales. Even switching to sales management may not earn you more money.

None that comes to mind at this time.

- no wfh stipend - lots of changes within the last year, execution has been way off - pay is on the lower end compared to industry - lots of turnover, making changes harder to manage - career path and development depends on who and if your manager/director likes you

Saturated market and no room for growth. Favoritism with management and certain employees is basically welcomed, which leads to a toxic environment. Base salary is relatively low compared to similar roles. With new pod selling role, certain reps are paid more to do less work and there is absolutely no clear career path on how to get there.

- Pay is not at all competitive and they dismantled the bonus structure. This was leading to small COL increases (less than 2%) and bonuses changed to you have to be nominated for one by an executive level individual or you get a spot bonus if someone happens to recognize your work on a big company-wide initiative - Career paths are not well-defined and it is difficult to get a pay raise or promotion - Since new CEO, focus has shifted strictly to making the company money rather than valuing employees and employee growth. If you are not a part of the marketing or sales team, there is little visibility for you or role and thus you will not receive one of the popularity bonuses or a spot bonus - It took too long for them to come up with a WFH stipend (did not happen until Jan of 2022). We had to buy our own equipment previously. - Healthcare is very expensive for the coverage

Day to day is repetitive. But the incentives to do well are so ridiculous, that it makes the repetition into something of a challenge. If you have the mind to make it so.

Constant “internal restructuring” has become the norm. Teams are frequently reorganized, roles shift without warning, and layoffs feel like a recurring event. It creates an atmosphere of uncertainty where people are never sure what’s coming next. High turnover across multiple departments. It’s hard to build momentum when colleagues are regularly leaving or being let go. Micromanagement is common. Leadership tends to focus on tracking small tasks rather than trusting employees to deliver. This results in unnecessary check-ins, overbearing oversight, and a lack of autonomy. Communication from management often feels reactive rather than proactive. Employees are typically informed about major changes at the last minute, if at all. Career growth is difficult when priorities are constantly shifting and teams get reshuffled. Promotions are basically non-existent. Career paths aren’t clearly defined, and upward movement rarely happens. Even high performers often stay in the same role for years without recognition or advancement.