Chronic instability, misaligned leadership, and declining culture.
Pros
Recognizable brand with a historically strong reputation. Some benefits remain competitive. Can be a place to gain short-term experience, though the frequency of layoffs over the past few years creates ongoing uncertainty.
Cons
Compensation and recognition feel uneven and misaligned. RSUs are largely reserved for executive leadership, leaving employees below the director level feeling undervalued and overlooked. There is no ESPP despite repeated employee interest, which makes it harder to attract and retain talent. At the same time, there is visible spending on C-suite events, while internal teams are often asked to do more with less and receive little meaningful recognition beyond verbal praise. The company has become increasingly unstable, with frequent layoffs, annual reorganizations, and constantly shifting priorities. There is little consistency in direction, making it difficult to execute meaningful, long-term work. Goals are often unclear or subjective, and expectations continue to increase even as resources are reduced. This creates an environment where teams are stretched thin and burnout is common. The culture is highly siloed. Teams operate in isolation, competing for resources and visibility rather than working toward shared outcomes. Cross-functional alignment is weak, ownership is often unclear, and work is frequently delayed or reworked. There has been a steady loss of experienced talent across engineering, sales, marketing, and operations. The people who historically drove execution and innovation are leaving or being laid off, and that loss is being felt across the organization. Leadership credibility is a major concern. Senior leadership appears more focused on optics than accountability, and decisions often feel reactive rather than strategic. Communication lacks transparency, and trust in leadership continues to decline. There is also a clear disconnect between executive leadership and the day-to-day reality of employees. Many feel leadership is out of touch with the operational challenges teams are facing. The leadership environment can feel political and inconsistent. There is a perception of favoritism at the executive level, and employees are not always supported consistently in cross-functional settings. Alignment across leaders is often lacking, which creates additional friction and uncertainty. Performance feedback is inconsistent and often delayed. In some cases, employees do not receive timely or actionable feedback throughout the year, with concerns only raised during formal reviews. This creates misalignment, limits opportunities to improve in real time, and can feel disconnected from how performance is evaluated and rewarded. AI is frequently discussed at the leadership level, but without a clear strategy, sufficient resources, or defined execution. Access to tools is inconsistent and often requires additional approvals, and there is limited encouragement to adopt them in day-to-day workflows. In some cases, hesitation around adoption appears driven by uncertainty rather than a clear enablement plan. As AI becomes standard across organizations, the lack of a cohesive approach risks leaving teams less efficient and further contributing to burnout.
