"Junior" Staff were phenomenal. "Senior" Staff were lacking.
Pros
They do an amazing job finding employees who care and will put their heart and soul behind their work. For this reason, communication between departments is easy, encouraged, and feels like we are all on the same page when it comes to our mission and goals. Finding purpose in the projects performed is easy because they are healthcare-related and often benefit individuals with limited resources or communities that are underserved.
Cons
The CEO is able to let his ego drive actions without any checks and balances from the board or other founders (who aren't really involved in the operations at all while the CEO is in control of all daily operations). When anyone opposes his ideas or even questions whether something is beneficial to the overall mission/goals of the company, they are warned or even threatened to remember their place in the company regardless of any prior mention of a lateral leadership style. When a resolution for an issue with the CEO is sought, the complaint is recognized, but ultimately you're advised they are willing to help you "transition" if that's what you're interested in doing. Initially (and always in the outward expression of the company), Gryt is meant to be a company where employees can drive projects and improve health outcomes for individuals facing difficult diagnoses, but once in the depths of projects, it's understood that only the largest pharmaceutical clients will be paid attention to. Smaller organizations that are doing the toughest work of all are not the focus because they don't have the money Pharma does. Training is constantly promised, but never provided. Much of the software consistently has warnings about the subscription expiring due to lack of payment. Some employees are paying for their position-required software on their own. Reimbursement takes months to receive and paychecks are often late.
