Pros
Talented, hardworking teams and strong client work. You can learn a lot quickly, and many colleagues genuinely care about doing great work and supporting each other.
Cons
Over time, the company has increasingly prioritized profitability in ways that land heavily on employees. Perks and flexibility have been stripped back (e.g., Flex Fridays), while compensation and incentives often don’t keep pace with rising expectations and workload. Raises and promotions can feel delayed, unclear, or consistently “kicked down the road,” which hurts morale and retention. Benefits have also become more expensive while offering less value for many employees, and reductions to key supports (including parental benefits) send the message that employees are a cost line—not an investment. At the same time, leadership layers continue to grow while teams doing the day-to-day work are asked to do more with less, contributing to burnout. The contrast between cost-cutting internally and highly visible industry celebrations externally can feel frustrating and demoralizing. Separately, some employees are increasingly uncomfortable with the ethics and values of certain external partnerships and public-facing work. There’s not enough transparency or employee voice around where the company draws lines, which creates trust issues for people who want to feel proud of the work they’re associated with. The biggest risk is that the company is normalizing preventable attrition of high performers, which is already impacting continuity and institutional knowledge.