Pros
Summer and winter breaks are generous.
Cons
Pay is well below market. Promotions and recognition are based on favoritism, cliques, and personal relationships, not performance. Extreme nepotism—management prioritizes bringing back “favorites” instead of recognizing the contributions of current employees. No career path or opportunities for advancement. Many qualified employees are overlooked for roles they are already doing. Senior leadership micro-manages, has too much power, and disregards feedback. If you’re not part of the “in group,” you’re stuck with low pay and no growth. HR is ineffective—everything is dictated by senior leadership. Three layoffs in a year cut productive employees, while leadership remained untouched. Workload has increased but pay has not. Key departments are underfunded and understaffed, yet still scrutinized. Meanwhile, favorites get extra resources, travel, and perks regardless of performance. Culture is toxic and uninspiring. Management focuses on appearances (e.g., “culture and belonging” initiatives) but nothing meaningful changes. Software/tools are poorly managed, making processes inefficient and frustrating. Employees are often reporting to managers who don’t understand their own teams’ work. High turnover—many talented people have left for companies that pay fairly and respect their employees.
