Pros
The only real positive was the admin team — the people actually doing the work day in and day out. We supported one another through the chaos, and that camaraderie was the only thing that made it bearable.
Cons
Toxic positivity runs rampant here, masked by the ever-present “we’re a family” narrative. If you have valid concerns, frustrations, or ideas that don’t align perfectly with leadership, you’re quickly labeled as “negative,” “difficult,” or “not a good fit.” Dissent isn’t welcome — only blind agreement is. Leadership doesn’t encourage dialogue — it demands compliance. It’s less a team, more a Cult of Personality. There was a manager who created a safe, supportive space and followed through and provided support and guidance. She’s gone now. The remaining managers simply echo whatever the CEO wants, even when it’s clear the decisions are reactive, ill-planned, or damaging. After a large layoff — deceptively framed as “training” for those being let go — the workload didn’t change, it was just redistributed to the remaining staff with little to no support. Constant cross-training has eliminated clear job roles. Instead, it’s a never-ending cycle of gap-filling with no structure or boundaries. Promotions and opportunities for growth are dangled, then pulled back without explanation — but you’re still expected to perform in a lead role, without the title, pay, or recognition. The company frequently pursues external partnerships with no solid plan or strategy, often assigning staff to do the heavy lifting behind the scenes, only for everything to fall apart due to poor leadership and lack of foresight. Grandiose, short-sighted ideas from the owner and CEO dominate the direction of the company, with no accountability when they fail. The few remaining providers operate with little accountability because the company is too afraid to lose anyone else. Morale is low, transparency is non-existent, and the financial instability is obvious — despite leadership pretending otherwise. They will love-bomb and gaslight you during onboarding, but the dysfunction becomes clear quickly. If you value psychological safety, clear expectations, or healthy leadership — run.