Pros
AAR provides a strong foundation for early-career professionals. You gain exposure quickly, learn how the business operates, and develop skills that are valuable across the industry. The direct teams and mid-level managers I worked with were dedicated, capable, and genuinely supportive — they are the reason many people stay as long as they do.
Cons
That said, compensation consistently falls below market rate, especially given the workload expectations. For the past several years, teams have met or exceeded bonus targets, yet the increasing volume of work has not been matched with appropriate staffing, salary adjustments, or recognition. The gap between output and compensation continues to widen. Upper management often fails to acknowledge team accomplishments in meaningful ways. Conversations around raises or promotions tend to feel transactional and dismissive rather than performance-based. As a result, strong performers leave — not because they lack loyalty, but because they are undervalued. Growth initiatives, such as expanding OEM relationships and distribution agreements, are exciting on paper. However, expansion without operational preparation places additional strain on teams that are already stretched thin. Sustainable growth requires investing in people at the same pace as revenue goals.