-Comically poor timeline planning, leadership wants it all now and often asks for the unrealistic burning out employees
-Favoritism promotions prioritized over merit ones
-Most of the legacy employees, been with GRAIL >3 years are formally inexperienced and promoted due to tenure. They also tend to the most unfriendly, unhelpful employees promoting to the toxic culture
- Culture is work-obsessed, emails and instant messages are sent at all hours of the day and often well after work hours. This is promoted as "fast-paced" but really is just toxic
- The people are the worst of any company I've worked with, they have no risk tolerance, large ego's and regularly political games
Where to start with the cons at this place:
- Compensation at this company is mostly oriented toward stock, of which management is getting disproportionately rewarded while driving employees to work "harder and faster" to reach goals that will make them wealthier. The sheep employees are more than happy to tow the line
- People don't take days off...because nobody else takes days off. Not uncommon to see people working here who have taken <5 days off in a whole year. Those who are off have an implicit expectation to work partially...because everyone else does
- People are proud to work late and on weekends, "for the mission." Some people wear it as a badge of honor. Management encourages this expectation and it bleeds over to the individuals who you know, don't want work to be 100% of their lives
- Company is coming off a product launch of which the employees went above and beyond to pull off in accordance with the above hilariously unrealistic timelines. Management's message: Let's work even harder to hit our next priorities faster...so we can get richer, ahem sorry I meant to bring the product to more patients faster
- The legacy employees at this company are the worst, and their toxicity is enabled by management.
- Switched to a 5 year vesting program on new RSU grants
- Can't make a decision, and stick to it. Decisions are revisited, again, and again and again and often elevated to the executive team to finally arbitrate. Did I mention that said executive team can arbitrarily overturn any decision made at the lower levels...so much for empowering teams
- Did I mention that any work-life balance is nonexistent?
- Many times, recognition is not appropriate. There are certain individuals across the organization who are "doers" and work in an effective, friendly, inclusive, and practical way. These individuals are leaving for greener pasture because their contributions are either not recognized or not rewarded
