* Insperity - As an employee you have a co-Employer in Insperity, the HR provider for DOOR3. You sign the DOOR3/Insperity Employee Manual, all HR questions go to Insperity, and when you get laid off you are given the news by someone at Insperity, not an employee of DOOR3.
* Low Pay - Pay is 20-30% lower than companies for similar roles.
* Salary/Annual Reviews - DOOR3 has no set schedule for performance reviews or salary reviews. All salary reviews must be initiated by the employee, but are generally discouraged by management. Advice varies depending on the sales pipeline. eg: If the pipeline is flush and there's lots of work "We can review your salary, but do you really want to be the highest paid employee on the team if things go south?" vs when the pipeline is dry "We can review your salary, but given the pipeline it will probably be denied and won't reflect well on your commitment to the company."
* Poor Benefits - The best benefit is the 401k match which is actually pretty good. Health Insurance is costly, has a $100 office visit copay, and medication coverage is worse than GoodRX. DOOR3 does pay $50 of the copay as well as $5 of medication coverage; it's a pain to submit, but they do at least offer some reimbursement.
* Workload - You *must* log 40h of work each week whether you do 40h, 20h, or 60h. The clients are paying for 40h of your time, so you must log 40h of your time, whether you actually spend more or less. Most employees are unable to complete the work on multiple projects (2-3 projects with 2-3 clients) but still cannot log more than 40h/week without someone making you adjust your time.
* Out-of-Touch CEO* - The CEO is unable to "read the room" and most employees aren't able to explain what the CEO does. During times when the company was struggling to gain clients, the CEO would post to the company-wide Slack channel photos from his vacations to his 2nd home in Vermont as well as status updates on his kitchen remodel.
* Nepotism - The CEO hires people from previous companies or from his friend circle. Employees at DOOR3 have been pushed out of roles because the CEO knew someone else from a previous job. Additionally, under-qualified people are brought in (ex: a former Yale professor for a tech/analyst role, a system architect with no experience using the architectures DOOR3 employs) and require on the job training by other team members which is not allowed to be billed to a client or logged as time against a project.
* Glassdoor lists the CEO as Alex Asianov, which is incorrect. Alex is the Founder of DOOR3, the CEO is Jonathan Blessing.
