Pros
The people I work with are dedicated, collaborative, and genuinely care about the work they do. The O+T team is one of the strongest care has ever had, and there is clear effort from Coordinators to support one another despite ongoing challenges.
Cons
There is little to no clear path for career growth or professional development. Over the past few years, the definition of “senior” MEC roles has significantly changed, yet job titles and compensation have not been adjusted to reflect these increased expectations. This has created a growing gap between responsibilities and recognition. Promotions are infrequent, leading to significant discrepancies in workload across the team. Many MEC’s are performing at levels far beyond their current titles without appropriate compensation or advancement. When compared to industry standards EASILY verified through external job market research, the pay for similar roles is noticeably higher. There is also growing internal tension stemming from how resources and support are being allocated. While it is great that temp MEC’s are being given more structured support, flexibility around performance metrics, and inclusion in team initiatives, this has unintentionally created a sense of inequity among veterans. Many who have been with the company for several years did not receive the same level of support, flexibility, or development opportunities, and are still waiting for meaningful promotion or compensation adjustments to this day. This disparity is further highlighted by minimal pay differentiation despite significant differences in tenure and responsibility. In some cases, folks with 4-5 years of experience at Ro are earning less than $2 more than the starting pay of $22/hr for temps, despite taking on substantially greater workloads and expectations. Additionally, extensive training requirements often exceeding 100s of hours, do not consistently translate into appropriate title changes or career advancement. Concerns around leadership consistency have also contributed to frustration. There have been many repeated instances of last-minute 1.5hr training / shadow session scheduling (sometimes with less than 20 minutes’ notice) without accountability, even when this occurs multiple times, and across different team members. These patterns, when unaddressed, contribute to a perception of disorganization and lack of respect for our time and bandwidth. There is a pattern of commitments being communicated but not followed through on. Initiatives are mentioned (such as potential on-site opportunities), but they often do not materialize or are quietly dropped. Benefits have also declined over time. Stipends have been reduced, and certain perks like Ro’fresh have been removed entirely from our team. The ongoing restructuring efforts feel extremely overdue and lack urgency. Asking employees to wait extended periods (such as mid-year) for potential changes, while workloads remain high and compensation stagnant, is discouraging. The handling of this year’s promotion cycle, in particular, has been disappointing and has negatively impacted the entire team’s morale. Overall, there is a growing sense of uncertainty among the team regarding the future at Ro, including unclear career progression and lack of alignment between effort and reward.