JD Power reviews

Change was needed, but not the type of change that has been and is taking place. New leadership encourages us to 'trust' them, but puts a target on those whom speak up, even for the greater good! Eliminating various initiatives such as DEI&B for example; sent a damaging message to employees who relied on those efforts to feel seen, heard, and safe in the workplace. HR leadership is totally ineffective, unexperienced and overly submissive to executive influence, rather than serving as a credible, independent function. There is little to no meaningful support or guidance provided to employees, and is making it difficult to succeed in their roles. Hiring and promotion decisions seem heavily biased toward individuals connected to the prior leadership team at Sterling, with significant equity being distributed in ways that raise serious concerns about fairness and judgment, unfortunately, there is no one internally to raise these concerns to-they are all friends! Leaderships decision to rescind 25 intern offers just one month before their start dates was appalling. Citing AI as part of the justification only makes the decision more concerning. Early-career software developers are exactly the type of talent that could help an organization adopt and apply emerging AI tools effectively—this move suggests a lack of strategic thinking rather than progress. The stated “two-year plan” cannot come soon enough. While I hope I'm wrong, if this leadership team remains in place, there is a real risk of long-term damage to the organization. The ongoing loss of experienced employees and institutional knowledge is significant and appears to be undervalued or ignored, Benefits could be better