Fake feminist company - Marketing Bodily Employee Review

My experience at Bodily has been overall great! Bodily's mission is evoked in everything the company does and it totally shows in the products and content. It also makes the work 100% worth it! - Tons of autonomy - each person on the team has a meaningfully impact on the organization and customers - Great employees and great culture (regular offsites to talk company improvements, review cycles, PTO and sick days are totally respected, fun game meetings to wind down) -Great transparency - The CEO and leadership offer regular updates on what's happening within the business - Clear direction - the company very clearly has plans mapped out for what they want to achieve, which makes it easy to understand where the company is going and the goals we need to hit to get there

- We have a high growth mentality and move very quickly, so if you're not a fast paced environment then it might not be the right fit for you. If you are, you'll love it!

The mission resonates and attracts thoughtful, motivated people who genuinely care about the work.

There is a clear and repeatable pattern in how employees are treated here, and it explains the high turnover. *It starts at the top.* People often start in a strong position, given visibility, trust, and positive feedback. But that can shift quickly. The moment someone offers a different perspective, makes a mistake, or stops aligning exactly with The CEOs thinking, the dynamic changes. Their ideas are met with resistance, their role in conversations can shrink, and they are expected to keep delivering without the same level of support or access. It is a difficult position to be in, and it happens often. Feedback is not handled in a way that encourages open dialogue. It is generally received well when it reinforces what has already been decided, but much less so when it challenges it. Over time, people learn to hold back, not because they do not have ideas, but because it does not feel productive or safe to share them. Turnover is high, but it is consistently framed as individuals "not being a fit". Many of the people who leave are experienced, thoughtful, and capable. The pattern suggests the issue is less about talent and more about how people are managed and supported. The gap between the company’s external messaging and internal experience is hard to ignore. The brand actively speaks about postpartum recovery and nursing, but those same experiences are not meaningfully supported internally. In practice, there is little evidence of policies or systems that reflect or support what the company promotes publicly. As a remote company, there is little support for home office setup, while expectations around constant visibility and engagement in meetings are high. It can feel less like an adult work environment and more like one where one is very closely monitored. Work life balance is difficult to maintain. Late messages, long meetings, and frequent shifts in direction are common. Without a formal HR function, there is not a clear or neutral place to raise concerns, which leaves many issues unresolved. There is also frequent turnover in leadership and a lack of consistent processes or documentation, making it harder to build stability or momentum.