Lucid Software

• Great core values, most of which are lived.
• Great co-workers who care about your success.
• Interesting product space.
• Great growth opportunities if you are willing to work overtime and make Lucid your life.

• Compensation is low, and overwork is high. Lucid is starting to lose talent with 3+ years experience. But this is the tip of the iceberg, there is discontent among mid to early senior engineers and product managers. Especially those with additional responsibilities but no additional compensation.* The company is too afraid to take risks. Real risks. This is why they have always been second in a space and lost out to more aggressive competitors.
• There is no diversity in engineering leadership, and it shows in actions. Women are passed over for responsibilities in favor of their male colleagues, even when they are more qualified. I’ve observed all of the classic examples of the boys club at Lucid. Luckily, it isn’t considered acceptable to do these things overtly. Leadership needs to tune in and be more active about addressing this issue.* The new CEO doesn't inspire confidence that any of the issues will change.

Pay your experienced employees more. And work them less. Of course every employee will always want this, but Lucid compared to other opportunities is just not a good value proposition for employment. People will burnout then go somewhere else to work less and make more. Although there is an economic recession, your top talent is still incredibly employable. As bills go up, and compensation continues to lag at Lucid, it will be hard to justify staying. Additionally, trust in Lucid’s equity is lower than ever internally.

Focus on diversity within engineering, especially at the director level and above.