Pros: - One of the only true mobile-first companies in the greater Boston area. --- Makes for a great opportunity to work as a mobile engineer where mobile isn't just an afterthought, but a primary part of the business. Contributions have high impact and visibility. Having worked in this space for a minute or two, I've never felt more valued as a mobile engineer. - Work life balance is great. I know everyone claims that but as a employee with a family, I'm never concerned about missing pick-ups, working from home with no issues if a kid ends up sick, etc. - Competitive TC in a rapidly growing business - Great culture. My peers are great and your encouraged at from the top to blow off steam. - Solid time to come on board if you want to leave your mark. The company is transitioning from a smaller startup company to a larger business , so if you are looking to have impact on the business...whether its tech stacks, setting standards and practices, influencing communication methods between product and software, etc., there's opportunity for all of it.

Cons: - Everyone is expected to perform and grow within their stack and teams. This means keeping a finger on the pulse of your domain and striving to make the best product you can, and helping enable your fellow engineers. Unfortunately, this means there isn't much room to coast. Being able to self-regulate is important. - These are pretty typical growing pains.

Pros: WHOOP provides ample opportunities to learn on the job, gives a great amount of ownership to engineering teams, and holds a high bar for operational excellence.

Cons: The company has origins of very small teams with tech leads, and no formal engineering managers. The management layer is getting stronger after changing this, but they are still working to get more experience here.

Pros: The company has a strong engineering team, and the interactions have been very positive. The engineers are engaged, collaborative, and clearly motivated to support the company’s growth.

Cons: There is a noticeable lack of diversity at the board and senior leadership levels. Without attributing intent or causality, the current composition of upper management raises concerns about whether the organization is fully assessing and advancing qualified talent from diverse backgrounds. Addressing representation and inclusion at the leadership level would strengthen decision-making, organizational credibility, and the company’s ability to attract and retain top talent.