Via

People are super nice. Most of them are eager to help, teach, learn, mentor, suggest ideas, or listen to yours. Moreover, some of them will surely become your new best friends. Genuinely good and amazing people are gathered there. Also, it's a safe greenhouse where you can take your first steps into the tech world. Perfect workplace for young/fresh/first-time dads.

Even though it's already a relatively big company, the transition that is happening in order for it to fully function as a big corporate (in terms of working methodology and practices, structured processes, etc.) is extremely slow, and many parts of the organization still function with a "startup" mindset.

But what's even more problematic is the support (or lack of it) and the attitude that one who is a "lower" level worker (non-lead, non-principal engineer) gets from the HR team once such a need arises.

There is a lack of sympathy and no ability to provide nor suggest an action to take in order to solve a problematic situation. They don't know you, nor your abilities and skillset, and neither do they understand your contribution to the company.

Lastly, there is sometimes some "hidden" misogyny in the company, disregarding female workers during a discussion, and only seldom they will be asked for their opinion.

There is no culture of understanding female "thinking" or "behaving" patterns (e.g., a female saying "I think that..." while a male would have said "I know that..."; even when they both "know" or "fully understand" that which they are speaking of, and thus the female worker gets ignored).

Don't let your workers reach out to HR when they have a problem, if you want them to stay.

Try harder thinking like a female worker – they expect to be offered promotions, not to need to demand them.

Include more women actively in the discussions, hear them out, and process what they are saying. Don't let their input be said into the air and disregarded.