Pros: Brilliant, well intentioned people working together to try and make the world a little better with cool drones. By far the most talented and motivated group I’ve ever worked with

Cons: Constantly growing means the company is a little different every six months. But the underlying values and motives keep it on a good trajectory.

Pros: * Top notch engineering team: best I've ever worked with * Fantastic transparency: nothing is hidden from employees * Exciting mission: this is the top of project I would be telling my kids or grandkids about. Working on the forefront of autonomous technology and applying it to a good cause. * Constantly trying to improve processes to grow with the company * Advocacy system is an interesting alternative to traditional management * Employees are empowered to make important decisions

Cons: * You have to have self-management skills to succeed here. * You need to make your case to get wider team prioritization on problems most important to you. * Cash compensation is decent, but you can make more money elsewhere.

Pros: -The drone is cool. -Many colleagues are nice.

Cons: “Unlimited PTO” is a branding gimmick. In practice, it is tightly limited. The Head of Hardware Engineering sent a company-wide email to officially limit the so-called “unlimited PTO” to 3–4 weeks. Many colleagues wanted to take more than 20 days PTO, but their manager won't approve it. And it's very unfair that some manager obviously took more than 5 weeks PTO but didn't put it on the system. -Management consistently pressures employees to work through Thanksgiving, Christmas, and New Year’s to hit arbitrary company goals. -Some engineers pitch designs they believe are “innovative,” only for those designs to be completely infeasible for mass production. -There is a culture of manufactured heroics. Some engineers ignore supplier management entirely, miss deadlines, then burn excessive money on quick-turn parts to “save” the schedule. Management celebrates this behavior. Firefighters get rewarded; fire prevention does not exist. Employees who managed everything well and not drama are never credited. -Leadership positions appear to be influenced by personal relationships rather than merit, even in cases of sustained poor performance. -Performance reviews happen every six months using a 1–5 scale where a 3 supposedly means “consistently meeting high expectations. This system is meaningless and demoralizing by design. -An employee was terminated because he needed time to support his ill wife. This company demonstrates a complete lack of ethics and humanity. -A senior TPM collected a high salary for years while contributing nothing beyond asking for status updates and forwarding them upward. -The office environment is physically depressing, with poor lighting that makes it feel like working in permanent darkness—both literally and mentally. -Many managers were hired from Tesla but lack even basic people-management skills. Financially set and complacent, they show no interest in self-improvement. -At least one manager has been effectively sidelined while his team continuously loses members, yet he remains employed purely because he manages upward well.