Very top-heavy leadership structure, with noticeable favoritism and internal promotions often tied to personal connections.
Return-to-office policy felt unnecessary, especially given that competitors in the sector allow fully remote work for similar roles.
Signs of offshoring accounting functions suggest a long-term strategy to cut costs, impacting job security and career growth.
Advancement opportunities are heavily concentrated within the Finance team, limiting upward mobility for accounting roles.
Compensation is on the lower side relative to the scope of responsibilities, which include acting as a mini-controller and collaborating with FP&A and analytics teams.
Use of Workday for financials is uncommon in the industry, which can limit career mobility since most firms use other systems.