Pros
Typically, individuals receive promotions or title changes when they consistently meet expectations every two to three years. The C-Suite tends to be very fiscally conservative, resulting in solid job stability even amidst the turmoil often surrounding our industry. Some of the newcomers are bringing sharp, unique perspectives that are greatly appreciated.
Cons
The "Peter Principle" is rampant here. For those unfamiliar, the theory suggests that people in a hierarchy tend to rise to "a level of respective incompetence": employees are promoted based on their success in previous jobs until they reach a position where they are no longer competent. I can say firsthand that nearly every manager, from middle management to many directors, seems vastly out of touch with the business needs at times and instead focuses only on revenue-based activities rather than positive customer outcomes, regardless of the revenue generated. Some departments need a significant shake-up from the top down, as complacency has festered to the point of stagnation in innovation. You almost can't suggest an idea within Braze's four walls without someone asking how we can monetize it. Part of this comes with the territory of being a public company, but it can be almost sickening sometimes.