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The company emphasizes Diversity, Inclusion, and Belonging (DIBs), and still maintains some related initiatives.

Once you reach senior levels, there's potential to have more influence and balance—including opportunities to mentor and review others’ work.

Excessive bureaucracy and internal politics make it hard to get things done efficiently.

Access to hardware or funding for prototyping is limited and slow.

Legacy culture in some parts of the org stifles innovation. Certain long-tenured individuals use their influence to gatekeep and resist change, possibly to stay relevant.

Raises are underwhelming, even for strong performance reviews. “Exceeds expectations” doesn’t guarantee fair compensation. Management often cites “macro conditions” as an excuse.

Compensation is skewed: new hires often get paid significantly more than existing employees in similar roles.

The org structure is top-heavy. There are too many Staff, Senior Staff, and Principal Engineers, and too few IC5 and below, which bottlenecks growth and opportunities.

If you no longer have the energy or drive, consider stepping aside and allowing others to lead and innovate. Don’t block progress just to preserve legacy influence.