Pros
The onboarding team itself was extremely supportive and collaborative during my time there. Most of what I learned came directly from coworkers who consistently stepped up to help answer questions and provide guidance, including informal support sessions that helped fill gaps in formal training. The peer support on the team was genuinely the strongest part of the experience and often compensated for the lack of structured training and operational support from leadership. Over time, however, many of the employees who provided that informal support are no longer with the company, which changed the level of peer support and reflects broader organizational turnover during my time there.
Cons
Leadership and management professionalism were inconsistent during my experience on the onboarding team. Employee concerns and performance feedback were at times handled in ways that lacked appropriate privacy or direct manager escalation, rather than being addressed through standard one-on-one channels. In some cases, feedback was shared in group Slack conversations involving multiple stakeholders rather than being handled privately, which contributed to discomfort and reduced trust in the feedback process. There were also situations where personal employee information was shared externally in ways that did not align with expected professional boundaries, which impacted trust within the team. Training and onboarding processes lacked structure and consistency. There did not appear to be a dedicated enablement function or standardized training process, so much of the role became self-taught or dependent on coworkers informally training each other. Employees were occasionally held accountable for workflows or expectations that had not been clearly documented or formally trained. When training gaps were identified, follow-up sessions often felt reactive and unstructured rather than fully developed or actionable, leaving employees without consistent clarity or support. Communication around team direction, expectations, and priorities frequently changed, which contributed to uncertainty and low morale. At times, company culture felt more focused on visibility and optics than on structured operational support, training, or employee development. Overall, many operational gaps were informally carried by individual employees rather than supported through clear systems or scalable enablement.