By the time I left, this was a completely different company. It may be easy to go back and blame it on the IPO and it’s associated growing pains, but these are still decisions that were made by management, even if pressure was felt from investors.
While I was not in sales, they were like a loud, obnoxious fraternity that made up half of the company by the time I left - this was evident during company gatherings and the holiday parties, and is just one example of how trying to grow and hire too fast can go wrong. Other departments had this happen as well.
As others have said, the pay here is significantly lower in a lot of departments. Do not come here if you’re not comfortable with your starting salary. If you think you’ll start out low and will make up for it through recognition and promotions, think again. The closest correlation to the pay structure was pretty much based on age/tenure (cloaked behind the word “experience”) and not actual contributions.
There are a lot of discrepancies in who is getting recognized undeservedly while others are doing great/hard work and get overlooked. There are a lot of my colleagues who were great contributors to the company and it’s culture that have left as well.
I left during COVID but I’m sure the resistance to a hybrid/remote model has to be the commitments to building a new office and hiring within the area, but you can have all of that while also trusting your employees with the flexibility to work where they do best.
I’m sure I’m going to get a robotic, cookie cutter response by HR on this but I sincerely hope these are being taken concerns into account.
