Prós
Team and Culture: There are many talented, intelligent, and genuinely kind people working at the company. Most staff are dedicated and take pride in their work, often going above and beyond despite limited recognition or support. Work Model: The company offers a mostly remote work arrangement, which is a benefit for many employees. Staff who live within 60 miles of the Philadelphia office are generally required to be on-site one day a week.
Contras
Workload and Expectations: Employees are consistently overworked, often averaging 60–70 hours per week or more. While remote work is presented as a benefit, it often translates into an expectation of being available 24/7. The lack of boundaries significantly affects work-life balance and long-term employee well-being. Leadership and Tools: Management tends to operate with a “do as I say, not as I do” mentality. Many senior leaders (Senior Director level and above) do not fully understand or use the tools they require staff to use, such as Monday.com, which was rolled out prematurely and without adequate training or functionality. This disconnect undermines both efficiency and morale. Culture and Management Approach: Upper management demonstrates little regard for employee burnout or development. One leader even acknowledged awareness of causing burnout without any intention to change. The organization would benefit greatly from addressing performance and accountability at the senior leadership level. When certain leaders are out of office, the workflow noticeably improves, which suggests the main barriers to progress stem from those individuals’ management styles rather than from the staff.