23andMe reviews

No support from management. No career development. Nepotism is rampant, if you don't already have a sponsor in the executive team, don't bother joining the company. No rewards for good work done. A lot of inexperienced employees who think they are still working in academia. Lack of a clear business model. Scientists are valued above all other employees.

I think they fail at one of their 6 basic company values of "get to yes or no quickly". While working there, no decision was quick. Most things had to be over managed, over engineered, and discussed several times over the course of weeks with teams that have no direct involvement, impact, or understanding of the changes. This was even for simple changes. The company is obsessed with DEI and will hire inexperienced leadership and senior roles around the company, specifically to meet DEI. This is resulting in an incoherent echo chamber of "We love DEI" as employees are shown experience doesn't matter, just hire the DEI. They celebrate DEI as a company, but have made it a priority that leaves non-DEI employees and interviewees in the dust. It also comes off to be inauthentic to some of the actual DEI individuals who have worked at the company for years. (and why some leave). Toxic management and infighting between leadership under the CSO revealing what appears to be clear favoritism and very little accountability for specific individuals. Accountability for failure and underperformance should not be for only a handful, but for all. You shouldn't pick or choose who, it breeds contempt from staff. While metrics matter, it seems like management are all fighting each other to take over each others responsibilities or be involved in EVERYONE else's project. This is causing constant overlapping of duties, as some are working on projects that don't fall under their team or umbrella (nor do they engage the team that does), just because they "want too" and have nothing else to do because their workload is low. This is also causing friction as they demand to be updated constantly by those individuals who insert themselves into the projects, created meeting overload. From what others see, management has to show they are doing something with those new metrics execs are looking at, so they are grasping at work from other teams.