Pros
Good insurance benefits, compensation, and impactful work (in theory).
Cons
You may be thinking these reviews are harsh, especially if you've had a conversation or two with management. I know because I was thinking the same thing. I thought, "I've been in abusive and toxic workplaces before, I have tough skin and I am equipped to handle it even if this best behavior stops." However, know this: the sense of security, praise, and warmth they present at first is not just best behavior, it is manipulation. Though you'd think a fully remote company would trust their employees with remote work, they do not. There is an illusion of trust, but recording your hours in 15-minute increments with incredibly specific details is the definition of micromanaging. They give you the logic that they need to track hours to invoice clients, but at the same time still expect every other aspect of your day to also be specifically recorded, which you then have to be prepared to discuss and defend in your weekly 1:1 meeting. Then there are the weekly checks. It is a form you fill out at the end of the week to communicate to your manager how you think you're doing, rate your work, and fill in anything else you'd like to say. The following week, you discuss it and they tell you whether or not they agree with your rating. It's sold as a way to show you they care about your voice and wellbeing by providing a seemingly "safe" space for you to share your insecurities and vulnerabilities when the actual intention is to gather them to use them against you. This is a common manipulation and covert narcissism tactic. When employees leave, it seems as though management tends to respond with "they just weren't cut out for the high-volume, fully remote workplace," which is what they clearly try to tell themselves and also sell to current and new employees, which is made evident in the CEO's blog about working at REACH. I have been in fully remote and even higher volume workplaces, and I can confirm that it is absolutely not the case of why employees leave, it just makes them feel better when they do not retain the talent they first invested in without having to listen or look inward. In my first week, the CEO repeatedly asked me, "What do you think? Do you think you're making the worst mistake of your life?" It's a quirky, funny, and a seemingly humble question. It is also odd and loaded, especially the way in which it is worded and that it was repeated. Now I understand - it is yet another manipulation tactic. To get you to say, "No, I like it here, I did not make a mistake" repeatedly is a psychological ploy to get you to affirm that you do like it, you did not make a mistake, and you want to make it work with this company. It is to get you to stop questioning the oddities, the discrepancies, or the gut feeling of "something is off here." The turnover I witnessed is employees leaving without notice or being fired (without warning) once per month. In a team of 10-15 people, this SHOULD cause leadership to take a good, long look into the mirror, but it only fuels the narcissistic, "it's not me, it's everyone else" mentality. I genuinely don't understand how this company functions with this lack of leadership and blatant disrespect for the people they invest in.