Pros
I genuinely enjoyed the work itself and found the role engaging and challenging, though I often felt I was covering the bandwidth of two people. Despite consistently putting in extra effort, the hard work did not feel acknowledged or appreciated by leadership. The day‑to‑day responsibilities allowed me to grow professionally, and I gained experience to carry forward. The position itself could be fulfilling in a healthier, more supportive environment.
Cons
While the company promotes a strong set of values, senior leadership does not demonstrate those values in practice. The culture is driven by micromanagement and fear rather than trust. Voicing concerns, offering differing opinions, or expressing stress around workload is often perceived as a lack of loyalty. There is no formal HR function, and expectations and boundaries are created and enforced inconsistently by ownership. Rules appear to change depending on circumstance or individual relationships. Favoritism is common, with some employees receiving flexibility or reduced workloads while others are discouraged from doing the same. Excessive hours are often expected, and personal boundaries—such as taking vacation—can later be used negatively in performance discussions, with time off frequently interrupted. Over time, shifting expectations and inconsistent treatment across individuals created ongoing uncertainty. Without clear policies or an independent HR support structure, these issues persisted, making it difficult to envision a secure, long‑term future with the organization. Turnover is high, and leadership appears unwilling to acknowledge their role in why employees continually leave.