Hiring Practices - In my experience EXOS may not be what I would consider fully truthful about the entire job description when hiring - JDs are filled with "Googlespeak" and nonsense words that are exciting, but may have no real meaning to the actual job duties, JDs can be generic to a group of jobs under the same general title and may vary from location to location. I would recommend anyone gets details in writing, especially when it comes to salary, bonuses, and advancement
Employee Development - Non-existant and, in my opinion, at times decisions seem to be intentionally prohibitive, possibly for salary reasons. I feel there is a tough road to getting promoted past director in the company.
There was a feeling among my co-workers and team that ideas outside of those that fit "the exos methodology" were at times shunned or dismissed by upper management. I have seen a number of colleagues leave due to a lack of leadership and direction from management, lack of feelings of respect for experience and/or limited growth potential. A look at the talent that has left exos in the last 2 -3 years is very telling, often due to salary or lack of talent development.
Salary - Rarely at market value for anyone >3 years experience. Cost of living is rarely considered.
Employees in the military sector often complained of lower (sometimes significantly) salaries than colleagues in the same job that worked for competing contract holders.
Company Vision - In my opinion, this is not the EXOS of old, and certainly not the Athlete's Performance the company's reputation was built on. The current model seems to be to make the company as valuable as possible and decisions often seem to be made to benefit the upper management and shareholders. While this might be common in 9-5 business, it clashes with the lifestyle brand EXOS is and the vision they sell potential employees.
