How are promotions handled at Progyny?

The company’s mission to expand access to fertility treatment is truly inspiring and meaningful. Many employees are compassionate, intelligent, and genuinely care about helping others.

Unfortunately, the internal culture no longer reflects the company’s mission of inclusion and support. Advancement opportunities often depend on personal connections with leadership rather than performance. Employees from underrepresented backgrounds or those with family responsibilities face limited growth. Work-life balance is nearly impossible — 70–80 hour weeks are common, and doing your job well isn’t enough unless you’re covering the work of multiple people. Men tend to receive more promotions and new titles, even in unclear roles, while women — especially mothers — are frequently overlooked. Performance reviews are inconsistent and biased. Those who are close to leadership or part of the inner circle often receive inflated ratings, while others who meet or exceed expectations receive only average reviews, limiting their chances for advancement. Overall, favoritism and nepotism have replaced fairness and transparency. Many employees who once loved the mission now feel disengaged and unrecognized.

Good benefits and bonus. Like the hybrid work schedule.

- Micromanagement to the max - No clear roadmap for a promotion - Leadership does not have a pulse on its employees

- Benefits are good, with Progyny benefit offered and parental leave - Fully remote jobs (getting rarer these days) or hybrid - Many talented and collegial colleagues

- Company is filled by hiring connections who are then protected, instead of promoting within - Promotions - or lack thereof - Clear favoritism that is well known and discussed amongst employees - Management, from middle management and up, is not great. The constantly shifting direction and overwork leave people here burnt out I'm not listing my department so leaders can speculate who wrote this as opposed to making any changes