> Constant uncertainty: They have continuously laid off dozens of people and eliminated departments seemingly out of nowhere. These layoffs seem to mainly target roles (Academic Partnerships) acquired rather than their own legacy employees. They are happy to hire, promote, and provide raises and just as happy to turn around and eliminate your role.
> PTO is only generous if you can make it high enough into your tenure there. The layoffs seem to not only target roles from the acquired companies, but individuals who had 5-10+ years of tenure.
> Favoritism: Since the acquisitions, legacy (Academic Partnerships) employees - especially in manager roles - have shown clear disdain for the teams acquired. Multiple snide remarks have been made regarding the acquired teams - being close-minded to differing practices, alluding to failure, and being dismissive of the accomplishments of others. It is hard to imagine these negative opinions formed out of thin air. It makes you question what narrative had been fed upon the acquisition from upper-level leaders.
> What was once a student-support focused role has now shifted into a fast-paced call center. Rapid inbound and outbound phone calls with high metrics are the standard - regardless of what a student may request. Pushy application requests have also become an expected part of every conversation. Focus has become all about quick applications rather than healthy funnels and strong conversions.
> The shrinking of roles: As the company has continued to restructure itself, the scope of roles has shrunk. What were once multi-faceted and multi-skilled positions, are now becoming monotonous, micromanagement focused roles. Shrinking the scope of roles is going to prevent employees from gaining beneficial exposure and learning new skills. It is going to make it much harder for them to transition within the company or overall in their career.
