Cons:
Management and leadership structure can be extremely frustrating to work with. There often appears to be a disconnect between upper management and employees in the field, and many employees feel supported only on the surface. When serious issues arise, workers are frequently left to handle situations with little meaningful backing or guidance.
Leadership is highly decentralized, which makes it difficult to get consistent answers, timely support, or accountability. Communication between departments and management teams can feel disorganized, leading to confusion and unnecessary stress during critical situations.
HR processes also appear heavily focused on protecting the company narrative rather than conducting objective fact-finding during employee disputes or accusations. Concerns raised by employees do not always feel fairly investigated or resolved.
Payroll and compensation issues have been an ongoing problem for some employees, and resolving them can be unnecessarily difficult and time-consuming. Many workers feel these issues are not treated with the urgency they deserve.
Workplace culture can vary drastically depending on the shift and team. Some crews are excellent, while others can become highly toxic. Despite frequent messaging about creating a “family” environment, many employees feel strong performers are sometimes pushed out while problematic or toxic employees remain, creating low morale and resentment among staff.
There is also a strong perception among employees that the company prioritizes maintaining its relationship with over advocating for or supporting the people actually working onsite. This contributes to the feeling that employees are ultimately viewed as replaceable rather than valued long-term contributors.
