Pros
When things were good, they were really good, but sadly those days are long gone.
Cons
Fritz, the CEO, attempts to emulate Elon Musk's style, and, like Elon is completely oblivious to the needs of his employees or customers. Fritz has a knack for making irrational decisions and favoring his close associates for senior leadership positions. Despite his upbringing, he pretends to exudes a "gunslinger cowboy" persona, showing little regard for the input of his executive and larger leadership and management teams. He frequently talks about the team taking their "next tour of duty with him" with him, and names projects after military missions, despite never serving a day in the military - which has been pointed out repeatedly to him. As nearly a day-one order of business in his new seat, Fritz changed one of the core values from "humble and helpful" to "no pain no gain". I don't think anyone realized how much he meant it, but so far, it's just been a whole lot of pain. The frequent changes within the Executive Leadership Team (ELT) over the past year should be very very concerning to those seeking a role here. There is significant instability. Many valuable members, particularly women, veterans, and minority leaders who brought diversity to the otherwise white, male ELT, have left. Fritz is fixated on bringing in Ivy League talent at any cost, even if they lack tech or wellness experience. Despite warnings from the management team about the detrimental effects of certain policies, he stubbornly proceeds and then offers empty apologies during company-wide calls, without making substantial changes. Fritz blames his low approval ratings, both on Glassdoor and internal surveys, on the Mindbody team "getting to know him," despite being in charge for over a year. There have been three recent layoff rounds, with one disguised as a "re-org." Before the layoffs, Fritz altered the bonus structure mid-bonus period in Q1 2023, switching from semi-annual to annual bonuses to avoid paying out. The new bonus/merit structure allows only a select few per division to qualify for 100% or more of their bonus target or merit. Those with lower ratings receive a much smaller amoun, or 0%/$0 in the case of those who "need to improve". The employees revolted a couple months back about another poorly executed change from Paid Time Off to Flex Time Off because they were forcing employees in states like NY/CA to deplete all of their PTO before being eligible for FTO instead of paying it out, despite everyone else switching in states that don't require a payout. It wasn't until the employees started talking to lawyers and threatening legal action did they finally PARTIALLY reverse course - reimbursing half of our earned time and making us wait until we leave the org to get the rest which is legally required. Fritz believes that health and wellness tech is in high demand and uses this as an excuse for low pay. He has no problem saying MB has no intention of paying like other tech leaders in the space will pay. Because they get hundreds of applications per role because of the current job market, they have zero incentive to pay more - and that goes for new hires and tenured employees. Everyone is replaceable. The company offers a one-time work-from-home stipend of $350, and despite the majority of the workforce being remote, there is no reimbursement for internet, cell, office expenses, etc. Most offices have been closed to save money, transferring these expenses to employees. Revenue growth has been stagnant or negative due to a high customer churn rate, causing significant concern for our parent company. The product advertised on the website doesn't match what 80% of customers experience. Frequent attempts to roll out "new Mindbody" to customers have failed due to customer escalations and complaints. Leadership is now working on a new PR campaign to regain the trust of a customer base that stopped listening a long time ago, after multiple failed promises to fix the product. Even in a challenging job market, you deserve better treatment than what this leadership team is offering. Their primary focus is maximizing revenue per employee until they sell, and they're not even trying to hide that fact anymore.