Pros
- Great team below VP level (though it's churning yearly on average), excellent camaraderie amongst this group - Flexibility and autonomy to take ownership of any initiative you want to do - Good in-office culture + catered lunch
Cons
- Upper management has poor communication through the team (often not communicating changes in deliverables, priorities, or events impacting others' work) - Upper management offers unauthentic support (diverting conversations about growth/development) - Upper management has unrealistic expectations and trust issues, asks multiple people for the same tasks, sometimes tasks other teams across the org are responsible for - Work/life balance does not exist (ie Sun night requests for Mon am). No positive momentum or motivation from upper management, especially across the entire org (ie weekly shoutouts from all depts but radio silence from finance upper management); no appreciation or reward for the team. Upper management makes you feel unvalued and replaceable. - Mediocre compensation vs the market; favoritism at the top - Disconnected equity incentive (upper management publicly speaking about how many stock options they have); creates disconnect/huge gap between individual performance/motivation and company performance/motivation - High amounts of systems complexity and data issues that the company has outgrown years ago and no upper management understanding of how complex that data is - Upper management disconnected from financial reporting despite "reviewing". Individuals without accounting backgrounds have no appreciation for the complexity of Top Hat's business, or regard for time it can take for a "simple task". - Poor psychological safety - questionable comments made in public team settings, 1:1s, and cross functional team meetings. Potent blame culture. - Multiple thought/improvement session with HR who has brought to upper management many times with no outcome