Pros
If you're resilient and self-motivated, there "might" room to grow here—though that growth often happens in spite of the “building the plane while flying it”, not because of it. That said, many of my colleagues at the individual contributor level were passionate, supportive, and genuinely a joy to work with. Favor truly does embody its Community First core value. We were encouraged to genuinely lean into getting to know our merchants—business owners trusted me with their livelihood and we did some really rad things together in my five years with Favor—I felt lucky to be a small part of their journey. There were also various, meaningful opportunities to give back to the community outside of work—whether it was coordinating grocery deliveries for seniors during the pandemic or personally driving through icy roads to deliver donated food during the Texas freeze. I was proud to be part of a team that prioritized compassion and community impact.
Cons
There was a consistent lack of mentorship, structure, and career development. I was promoted and given new responsibilities without proper training or guidance on how to transition into or succeed in my role. Instead, I was handed a spreadsheet with generic job descriptions and ambiguous tiers that weren’t used as actual guidelines or performance metrics until review time, when suddenly I was expected to check off x/10 boxes. When I requested a mentor, I was promised one but then ignored. Follow up requests for support or clarification were often met with lack of enthusiasm and vague responses like “check the wiki” or “be more flexible.” To be honest, my manager was often just as lost as I was. Unsurprisingly, I was penalized for underperforming in a role I was never properly set up to succeed in. As a neurodivergent individual, I communicate differently than some may be used to, and I believe this was often misunderstood or dismissed by sales leadership. When I voiced concerns or challenged decisions that impacted my colleagues and me, I was told I was “too emotional” or “not a team player.” Advocacy and passion were only encouraged when it was convenient. I expressed interest in moving into a management role, but was strung along with vague promises for over a year. Eventually, someone from another team was promoted to oversee my team, even though it was clear to everyone that I had been working towards that position. When I asked why I wasn’t considered, the newly hired VP of Sales—who already had a reputation for bullying and making inappropriate, misogynistic comments—told me it was because he was “the coach” and it was “his bench” and that he didn’t think I was “ready.” This is the same VP who, at a company happy hour mere days before I quit, decided it was appropriate to lift his shirt up over his head to show off his back tattoo to me and a handful of other folks [who also worked under him]. Simply put, it was unprofessional and uncomfortable but not unusual...I still cannot believe how long I witnessed the abuse of power go unchecked. When I brought my concerns to HR, they failed to protect me. What I shared in confidence was used against me, and I was placed almost immediately on a punitive, unrealistic PIP that felt retaliatory and deeply personal.