• Top heavy with senior level leaders
• Poor revenue diversification model as highlighted by the major decrease in revenue as a result of a failure to pivot to computer-based testing efficiently in the pandemic
• Contributor level is doing 2+ jobs due to departures, hiring freezes, and a focus on hiring Senior Directors and above
• Charlottesville staff become the dumping ground for regional and crossover work as the other regional offices are protected for their own initiatives
• Working in a department with counterparts in other regions means regular calls at 7AM ET to as late as 9PM
• Layoffs and restructures more common than not
• Very little growth potential once you hit manager level, with gaslighting about promotions that are only offered when you threaten to leave
• Annual salary and bonuses are given out on strict bell curve and enforced strictly within teams causing even high performing teams to have to deem some as “Needs Improvement”
• Initiatives are constantly added, dropped, or reprioritized leaving to a lot of whip lash and challenges in explaining to stakeholders an accurate timeline of where things stand
