- Zero work-life balance (Expect messages from same-timezone C-suite at 9 pm...on a weekend... for a non-critical topic). There is an expectation that you should be excited to give everything for this company - like you should have an"I-live-and-breathe-for-this "owner" mentality, regardless of your position/pay grade. - They are very PIP-happy (If you get placed on one, find a new job immediately - they are planning on firing you. You will be placed on one for practically anything - oh, you have a legitimate reason for being out? Like a personal medical leave or a close family member passed away? Your chance of being placed on a PIP just increased exponentially. And they'll fire you before you actually have time to 'improve' on your performance 'issues'.) People disappear left and right. They seem to have some kind of hire fast fire fast / burn and churn type attitude towards their employees. - Unless you are in the top 10-ish%, they do not care about you, your professional growth, your tenure, etc. Parker gave a session on "how to be successful at Rippling" and basically said he tells managers to only care about top performers, get rid of the bottom performers, and not waste their time with anyone in the middle. So, if you are one of the top - you'll get promoted quickly (mind you - without any support or training for your new role) and if you are the other 90%, you'll be ignored and it's just a matter of time before you are pushed out. - Exec leadership absolutely does NOT care about their employees. Parker decided he wanted everyone going back to the office for 3 days per week (pretty sure they are tracking internet usage or door access to track this). Multiple employees have asked (in All Hands meetings, in surveys, on Slack) about considering flex options for people facing 2-hour commutes, or for those who are primary caregivers, or were hired as a remote employee, etc and his response was essentially - "no, because I said so, this is not a discussion". - Overwhelming culture of distrust, ridicule, and finger-pointing. Mid-level management and execs are constantly shifting blame, pointing fingers, and not taking accountability. Leadership (eg Parker) have no problem saying "this is a stupid question" in response to an employee's innocent question. For example - Parker single-handedly manages things like payroll and benefits (because he doesn't trust HR?) if you have a question, you have to ask Parker. It's perfectly normal to have questions about this but he usually gives snarky responses to simple questions. - Zero care or empathy for humanitarian topics (you might think that it's not your employer's concern to get involved with this which may be true from a "let's donate our money" POV, BUT the issue is that by extension this trickles down to how employees are treated - this lack of action is caused by an utter lack of empathy). The exec team said on multiple occasions that "we don't get involved" in response to things like the COVID response, various racially motivated violence, attacks on LGBTQ+, attacks on reproductive rights, etc. - There is little to no diversity across leadership positions. Sure there are women and minority managers - but at the director and above level, it drops to practically nil.
