Pros
There were no pros to working at Telmetrics. Telmetrics had all the less desirable characteristics of a startup (products not ready for release yet, no one knowing exactly what their role is, no one knowing exactly what their responsibilities are, projects falling between the cracks on a daily basis, work riddled with errors) with none of the positive characteristics of a startup (smart people, solid processes, great culture, compelling product, engaging brand). It was a hot mess on a hour-by-hour basis.
Cons
Where to start... Senior Leadership: No one knew the first thing about their role, responsibilities, best practices, processes, products Every time you asked a clarifying question about the specifics of a product, the brand, customers, process, you got a long, winding story with no point and, ultimately, no answer. If Senior Leadership can't succinctly answer a basic question - that's a red flag. Daily Operations/Processes: A disaster. When processes were put in place, they were laughably incomplete, had tons of ambiguity, had no schedule included, didn't enforce any accountability, weren't reasonable or realistic and then, to top it all off, weren't followed. Associates, including Senior Leadership, were constantly running around like chickens with their heads cut off. Culture: An absolute disaster. It was comparable to working offsite. Not quite though - working offsite would have been preferable. No collaboration between team members/teams at all. Tasks arrived by email with no specifics about goals or schedule. No feedback ever - on anything. Projects would be completed, and submitted and then discarded because "it wasn't what was wanted" - the end. Associates were constantly guessing about specifics and then wasting time because the project didn't meet unspecified goals. Hiring process was an absolute joke. HR talks about lofty culture goals, but does nothing to implement. First day of employment is completely jarring - trying to reconcile what HR spoke about during hiring process and what reality actually is. The process is so broken that they are constantly hiring to fill positions that have been vacated through resignations or dismissals. I'd compare it to the McDonalds hiring process, but that would be doing a great dis-service to McDonalds. Tools: Office switched to Google Docs/Drive from Sharepoint without any warning/training. Documents were constantly being deleted/modified on daily basis without any oversight or control. No one ever knew what they were working on, if it had been modified in some way, by who, how many times on which day... Legacy: Telmetrics was a reasonably successful organization 25 years ago - but they have resting very comfortably on that early success and stop innovating or even trying to keep up with competitors for a long, long time and they are realizing that they have been left way behind. Major clients have been leaving causing a pretty serious hit to revenue. Imagine if you were trying to sell Windows 95 to your clients today and they wouldn't take your calls - thats Telmetrics situation. They are so far behind now, their misguided attempts at innovation are embarrassingly out-of-date. If they managed to hit one innovation "home-run" each week for the next 6 months, they might be getting close to where competitors are currently - but thats impossible. There are still some members of Senior Leadership who were present during the good times and they can't stop referring to the good old days - like you could somehow erase 20 years of innovation by competitors.