Pros
The work itself is genuinely interesting, particularly in data operations and stewardship. Early on, the company culture was strong — remote flexibility was offered, DEI initiatives were supported, and ERG participation was encouraged. There are real opportunities to grow and develop specialized skills, and the team-level collaboration is excellent. If you get the right team, the day-to-day work is rewarding.
Cons
Remote work policy was inconsistent and frustrating — hired as remote, repeatedly pulled back into the office, then sent home again. The instability made planning difficult and eroded trust early. Compensation does not reflect performance or title progression. Despite strong performance reviews, meaningful raises were not part of the equation — even following promotions. Being rated a valued contributor and receiving less than 1% combined across promotions and an annual review felt demoralizing and dismissive of the work being done. The 2025 acquisition by an investment firm accelerated an already troubling trend of cost-cutting and workforce reductions. Job security became a real concern, and voluntary redundancy packages signaled where things were heading. Over a significant portion of the data team departed within months of a major realignment — often for less pay elsewhere, simply to exit. Management leaned heavily on superficial morale efforts — occasional catered lunches and treat deliveries — rather than addressing the underlying issues driving turnover. Department direction shifted frequently with little consistency, and promises made during the realignment regarding career development and compensation were repeatedly deferred over two-plus years before quietly disappearing. DEI support and ERG resources, once a genuine strength of the company culture, were significantly reduced leading up to and following the acquisition.