People systems are still maturing: Manager training or career development isn’t yet consistent. That can leave employees navigating challenges without clear support.
Burnout risk is real: The team is lean and highly motivated, but that can create pressure over time—especially when growth outpaces infrastructure. The primary solution offered tends to be hiring, which takes time and doesn't always address short-term strain.
Leadership turnover has created instability in some key areas, particularly engineering and product/design. That’s made it harder to build sustained momentum.
Company values aren’t always operationalized. The intent is there, but values like ownership or excellence can feel like added pressure without the right boundaries in place.
Emotional labor can fall unevenly—those who naturally take on team-building or care work often do so unofficially, and it’s not always seen or supported.
