Pros
There are genuinely talented and committed staff throughout the organization who care deeply about energy equity and climate solutions, many of whom continue to do strong work despite broader organizational challenges.
Cons
Over the past few years, the executive structure has become increasingly closed off, with decision-making concentrated within a small circle largely separated from department heads and internal experts. This shift has reduced transparency, hindered collaboration, eroded trust, and contributed to persistent financial and strategic instability. Employee turnover has been unusually high. For an organization of roughly 160 employees, the loss of approximately nine senior and executive-level leaders during the current CEO’s tenure is significant. Some of these leaders were personally selected by the CEO, yet departed within relatively short timeframes, either voluntarily or through termination. In addition, about a dozen employees were terminated across departments over a short period without consultation or involvement from the department heads who oversaw their work. This created substantial disruption, weakened managerial continuity, and raised internal concerns about how personnel decisions are made. The publicly filed Braaten v. Slipstream Group Inc. lawsuit further reflects these cultural and structural tensions, including conflict around compliance concerns and the termination of an executive roughly two months after being hired and raising those concerns. Although organized as a 501(c)(3) nonprofit public charity, the organization largely operates as a high-billing-rate consultancy, with relatively few initiatives that function as charitable work aligned with its stated mission.