Pros: The perks include unlimited PTO and catered lunch.

Cons: No transparency Lack of diversity Incompetent HR and processes in place for termination Little structure with unpleasant work politics No support for junior engineers Leadership unable to take criticism

Pros: - Some teams are full of good and smart people who are doing their best. - Newer employees are well intentioned and hopeful. - The mission and tech used to be very cool.

Cons: - chaos. Absolute and utter chaos. Changes in vision, direction, teams, leadership - everything, leading to a large scale disillusionment with the potential future success of the business (my personal outlook on that is negative)- Every single employee is overworked and stressed, and this frequently makes people unkind to their colleagues, all stemming from unrealistic top-down demands- some of the most nonsensical layoffs I have ever encountered. Entire mission-critical teams gutted for seemingly no reason. Can’t help but feel like the goal is to instill fear- women and minorities are consistently disrespected and pushed out of the company. I imagine that they have more EEOC claims than the legal team can handle at the moment (because all the lawyers left)- all of the good employees are leaving as fast as they can (including senior leadership and people with 5+ years tenure).

Pros: - Cutting-edge technology and meaningful mission in healthcare logistics - Opportunity to work on complex engineering problems across multiple domains

Cons: I watched the engineering culture deteriorate significantly. Senior leadership became increasingly disconnected from the day-to-day realities of the engineering organization. The influx of management from Tesla brought a shift from collaborative problem-solving to a culture where people deflect blame rather than take ownership. The company doesn't compensate based on merit unless you're adept at self-promotion and political maneuvering. Technical achievements across multiple domains went uncelebrated, while fire-fighting was consistently rewarded over preventative engineering that would eliminate crises altogether. Many managers appeared to advance through personal relationships rather than demonstrated competence or leadership ability. Credit for engineering work routinely flowed upward to managers while the actual contributors remained invisible. The unlimited PTO policy sounds attractive but is effectively limited in practice, creating ambiguity and discouraging people from actually taking time off.