Pros
During the earlier years (2010–2015), the company did a great job hiring high-caliber, genuinely good people. However, since then, there's been a noticeable trend of high turnover. For those who stay, there's often a sense of "trauma bonding" with your team as you navigate challenges together. On a positive note, the health benefits and stock options remain exceptional.
Cons
There is a clear ceiling at the Buyer level with very little opportunity to advance beyond it. Promotions to DMM or VP often seem based on favoritism rather than performance or merit. While the company has introduced training classes to help Buyers grow into DMM roles, they don’t actually support advancement in a meaningful way. Performance reviews offer no real clarity on how to progress, and despite consistently training Assistants into Buyer roles myself, I was only ever given vague direction when I asked about my own growth. The DMMs and VPs rarely push back on flawed strategies — many simply echo what senior leadership wants to hear. There are too many layers of management, which creates constant roadblocks for getting even basic tasks done. Everyone in the market knows Buyers don’t have decision-making power without DMM or VP approval. Two rounds of internal surveys and feedback were conducted while I was there — the problems were crystal clear, yet nothing changed. Micromanagers are often rewarded and promoted, only to turn around and manage their teams in the same restrictive way they once complained about. Leadership often uses language like “we’re a family,” but that only goes as far as the office walls. When you truly need support outside of work, it’s silent. The reality is: you’re not family — you’re part of a team, and in that team, you can only really trust yourself.