Pros
Fully remote work environment. Quarterly stipend provided. Comprehensive insurance coverage. Unlimited vacation days, albeit with encouragement to cap it at 20. 401K employer match, though recently reduced. Bonus structure is available, albeit it is challenging to qualify under new processes.
Cons
The prevalent use of "toxic" in many of these reviews points to significant organizational challenges. These issues stem from leadership (Ryan Detert), which is marred by nepotism, evident in the employment of family and friends who exhibit poor management skills. This practice fosters an atmosphere of office politics where the right choices are buried to please the higher-ups. Leadership's solution to problems often involves hiring more executives, leading to a top-heavy structure lacking operational understanding. Sales personnel are granted excessive leniency, allowing for rude, condescending behavior and unrealistic promises to clients. The pursuit of profit outweighs concerns over ethical conduct, with instances of bullying overlooked if revenue grows. Operational teams, particularly those under the Chief Operating Officer (Andrea Millet), face excessive workloads due to flawed structural changes (e.g., pod structure) and a misalignment of priorities. The COO is more concerned with assuaging the sellers than strengthening Ops. Any criticism is discouraged and labeled as “being difficult” rather than constructive feedback. Work-life balance is promoted superficially, with employees routinely expected to work beyond standard hours without additional compensation. Bonuses have become increasingly elusive due to a new structure that burdens employees with heavier workloads contingent on opaque EBITDA goals. Management's lack of transparency regarding revenue targets leaves employees in the dark about qualifications, resulting in overwork and inadequate compensation.