Pros
With the exception of a few antiquated and unprofessional hacks, there are some really great, fun, and talented people at Masimo. Base pay is competitive. In theory, one could impact the company much easier than at a larger company if it wasn't for the constant fire drills, lack of priorities, short-sighted decision making, and painfully sluggish approval process. The new corporate headquarters helps give Masimo a sense of identity.
Cons
No culture at all. The engineering "template" does not work. Additional compensation beyond base pay is unreliable. No clear corporate strategy which means departments have no strategy to align their objectives to. No understanding of what an objective is. No, launching a product per month for the remainder of a year is not a real objective--what value are you delivering to customers with this "objective"? What's this telling shareholders and the street--that we've diluted the product portfolio even more making it even more difficult for our sales team to sell? P.S. you forgot to even align sales incentives to the phantom objectives around these new products. Product portfolio diluted to the extent that it is nearly impossible to do real market research, marketing, and market opportunity analyses because everyone is just trying to keep up. No, calling a med device a consumer product is not a market opportunity. Uses the excuse that the company still acts as a startup, but lack of priorities, objectives, and strategies are not hallmark qualities of successful startups. After 25 years, you kinda lose the privilege to call yourself a startup anyway. Minimal effective collaboration across departments due to these few antiquated and unprofessional hacks that roadblock progress and the lack of shared objectives. Horribly, painfully, crippling approval process. Limited employment empowerment beyond VP level (if even that far down). Absolutely no onboarding at hire or career development opportunities while on the job. No performance review means managers and employees have little accountability to objectives or people development. It also makes it extremely difficult to identify and manage out a truly underperforming employee. Requires major investment in scalable operations, culture, and people management training. Many of us truly want to help solve Masimo's problems but along comes another not-thought-out project NOT driven by a customer need, and so we set aside these more valuable efforts. Turnover ridiculously high in some departments (time to look in the mirror?). I fear this isn't even an exhaustive list.