Pros
They offer a cell phone stipend, but only after you accept the job do you learn that it comes with the right for the company to access data on your personal device and even share it with third parties. You’ll also be required to keep your phone silent, hidden, and off your desk. And if you think no one will walk around telling you to put it away, you’re mistaken. They will police this like you’re a child at school. You get one personal item on your desk, usually a picture frame, and nothing else. Plants are not allowed, documents must be cleared daily, and even your name tag placement is dictated. The level of control feels intentional, as if the goal is to strip away personal expression and remind you that belonging is not part of the design. When you resign, you must remove any mention of your employment from social media. They also reserve the right to withhold the value of unreturned property from your final paycheck. The language makes clear that your affiliation with the company belongs to them, not you, reinforcing control even after you leave.
Cons
The company uses monitoring software that records your screen, flags your activity, and sends productivity scores to your manager, yet this is never disclosed during hiring or in the handbook. You are expected to remain trackable at all times, which makes people avoid even taking conference room meetings because the system shows them as offline. The surveillance creates constant pressure to appear active, erodes trust, and treats employees like machines rather than professionals. On a moral level, the problem is not only the lack of disclosure but the practice itself, which strips away dignity and autonomy. PTO adds up slowly, resets every July, and carryover is capped at either five or fifteen days depending on your role. Accrual also stops once you reach the cap. These rules make it nearly impossible to build enough time for longer vacations and send the message that time off is not truly yours. Instead of being a benefit you earn, PTO is tightly rationed to fit the company’s needs. If you put in a notice to leave, you cannot use any PTO you earned during that period or have it pay out if your notice is less than two weeks. I did watch a VP ignore that rule and still take PTO during their notice, which shows how inconsistently the policy is applied via bias. There are no separate paid sick days. Any time you are sick comes out of your limited PTO balance, which pressures employees to work through illness and creates unnecessary stress. I spent my first year using PTO only for sick days or appointments, leaving no time for a vacation. The attendance policy has no compassion for emergencies. If you cannot call in, you must “elect someone” to do it for you, and one no-call, no-show day is grounds for termination. That means if you were in a car accident or hospitalized and unable to make contact immediately, you could technically lose your job under their own rules. Salaried employees are treated like hourly workers under the company’s policies. Your workday does not start until you are at your workstation and ready to work, which means time spent in the office but not at your PC does not count. This makes it feel like the company values monitoring presence more than results. When you resign, the company requires you to “retire” any mention of your employment from social media. The vague wording could apply to LinkedIn job history or even past posts you made while working there. This goes beyond protecting company property and becomes a way of controlling how employees represent themselves publicly, leaving you with the sense that the company still claims authority over your professional identity even after you leave.