Pros
High-impact work with exceptional people.
Hims gives you the opportunity to solve meaningful operational problems at scale. The pace is fast, the company is growing quickly, and you'll work alongside many talented operators who genuinely care about building something great. If you're someone who likes ambiguity and enjoys creating structure where none exists, you'll find plenty of opportunities to make an impact. There is also significant autonomy if you're willing to own problems and move quickly.
Cons
Decision-making and organizational alignment can lag behind the company's operational ambitions.
There were times where ownership between HR, other HR functions, and Operations wasn't clearly defined, making it difficult to fully implement workforce strategies. Strong ideas and data-driven recommendations sometimes struggled to gain traction because priorities shifted or functions weren't aligned. As the organization continues to mature, clearer accountability and stronger cross-functional operating models would improve execution significantly.
The HR organization was still maturing. As responsibilities expanded, ownership became increasingly centralized, but execution didn't always keep pace. This created situations where decisions crossed multiple functions without clear accountability, leading to rework, slower execution, and frustration for business partners.