Leadership is hurting the company's potential
Pros
Interesting work and the team used to be good before people were let go or left.
Cons
Clark has a lot of potential, but upper leadership does not value talented employees or appear to care about the long-term future of the business — their focus seems to be on extracting money rather than investing in growth. Pay is not competitive or equitably managed. Raises are frequently delayed for years, and when they do occur, they often fall short of even keeping up with inflation. Employees who enjoy their work and don’t regularly advocate for raises may be passed over in favor of others who push harder. Promises of future raises tied to financial goals are often not honored, even when those goals are met and the commitments were previously documented. Leadership has shown little interest in understanding what makes the business successful and often expresses disinterest in technical matters. Efforts to explain project delays or suggest improvements are typically dismissed. Critical equipment upgrades are deprioritized, and decisions to reduce costs sometimes result in losing experienced employees who possess irreplaceable technical skills — impacting the company’s ability to serve clients. The workload can become overwhelming, and attempts to raise concerns about burnout or unreasonable expectations are usually ignored. The engineers and technicians at Clark are skilled, hardworking, and dedicated, but their efforts are often undermined by poor strategic decisions and a lack of support from leadership. The result is a stressful work environment with lower-than-average compensation. I do not recommend working here.
