Pros
-Good location; close to downtown with a good coffee shop across the street -Hassle-free parking -Friendly office dog -The non-managerial employees are hard-working, affable and wonderful to work with
Cons
-Hilariously inadequate starting pay that sits at about half of the local average for similar software roles, with no opportunity for raises. If you are among the minuscule percentage of employees who actually receive an annual review, a paltry 2% increase is the most that you can expect. -The turnover for the implementation team is simply astonishing. To offer some perspective, at the start of February 2019, the team consisted of 5 people; as of April 2019 it has dwindled down to one unfortunate soul, adding to the total of 15 people who have resigned from the team since 2016. The support team is currently on its 4th manager in only 3 years. -Constant stress and unbearable anxiety creates a morale that is so low that it doesn't even register. No one-on-one meetings through which to voice concerns or offer feedback. Perks that could help improve morale and reduce stress, such as working from home or leaving early on Friday for example, are expressly forbidden for reasons that are purely antiquated and irrational. -The leadership lacks even a basic understanding of how a software company should be structured, which leads to overburdened account owners who are expected to simultaneously perform the roles of Customer Success Manager, Project Manager, Product Owner and Scrum Master. This in turn leads to internal conflicts of interest along with hours in excess of 50-60 per week, for which there will no gratitude, acknowledgement or additional compensation of any kind. Sacrifice is expected but never rewarded. -Speaking of scrum, the company calls itself agile while adhering to a traditional waterfall Project Manager framework with scrum-ish aspects (basically "scrumbut," which we all know isn't actually scrum at all). The leadership will blame account owners for not adhering to scrum despite the fact that they themselves lack a basic understanding of the framework (they think that the Scrum Master is a client-facing role, for example, and they break sprints on a regular basis). This partial utilization of scrum leads to continual churn with many downstream effects such as out-of-cycle fixes for catastrophic bugs and a majorly stressed-out QA team. -The leadership does not trust the judgement of its own developers, account owners and implementation specialists, and as a result will openly and blatantly disrespect them (excessive interruption, condescension, public belittling, etc). The end result is a tense and discouraging atmosphere that is not conducive to any kind of success. -No advancement or growth opportunities whatsoever. If you try to leave for a better job with another software company, the leadership will try to coerce you into staying by threatening legal action without any sort of basis for doing so. -If you are on the Implementation Team, you will not have time for afternoon lunch breaks yourself, but you will see developers take leisurely lunches while also arriving after you and leaving before you. You will then see that they make more than you do, despite being severely under market themselves. You will also see certain developers consistently under-perform, creating chaotic and awful situations for your projects, with no corrective action whatsoever.