Where to start. I do have to give Rippling credit for avoiding the trap of saying what candidates/employees want to hear and then not delivering - it's pretty clear from the get go that supporting employees is way down the list of priorities. For many people, red flags will show up as early as the interview process - if something doesn't sit right, trust your gut because it's only the beginning. Entire company is run on the ever-changing whims of one volatile person who got exiled from his last company and whose motivation to win is vengeance, so senior people push all of that resentment and stress down the chain. Remote work is no longer an option - this company is the stereotype of ridiculous anxiety over the need to RTO, even though its biggest growth and multiple huge funding rounds happened when tons of people were remote. Expect teammates to mysteriously disappear every month or so, either because they were fired out of nowhere for not meeting outrageous, inconsistent expectations, or because they decide life is too short and quit, often only after a few months (not an exaggeration, I can name five people who did this). Cross-functional "collaboration" is more like a bargaining table where people resentfully exchange favors (or don't, and then good luck moving your projects forward).
