• The pay is not competitive for the market and below average. The annual raises are extremely low or non-existent.
• While Redwood claims to be tech forward, their Digital Leadership are not interested in engineering best practices and investing in their development team. Despite requests from the team for things like test automation, unit testing, addressing technical debt, and moving towards better CI/CD practices, Redwood’s upper management are more concerned with rushing features out the door at the expense of quality. You are also consistently dealing with less-than-vague requirements and changes to feature requests at the 11th hour made by upper management. The dev team was also haphazardly pushed into a poor approximation of Agile.
• There is a serious turnover issue that Digital Leadership is aware of, but has not addressed. Feedback given to upper management on how to fix the issue has fallen on deaf ears, and there’s no accountability on them to follow through with the items they promised to dev team, nor signs of improving on the issues the dev team have brought up, e.g. the problems listed in point 2. There’s also a lack of transparency with where the company is at with addressing the feedback given to Digital Leadership.
• Redwood’s idea of company culture is centered on blasting loud music on communal speakers, rather than empowering its employees.
