Pros
There are some really amazing and talented individuals. If you work in operations, enrollment, or marketing there is room for advancement and you generally have the resources to do your job. These areas are very well-staffed. Something they really do well is creating inclusivity in a remote environment. In the scope of OPMs, they offer the best for students/universities so employees can get behind the purpose/mission. Refresh Fridays are of course a good perk and make it difficult for a lot of people to leave who actually want to. I was honestly sad to leave but ... see cons.
Cons
Human resources is a complete s**t show - they don't return emails, they lose track of where people are in hiring processes, they are horrible with human relations issues and keeping things confidential (they are not trusted), and they have inappropriate relationships with employees and customers. But... their connections with CEO keeps them permanently protected. There is a huge lack of equity in pay that is not resolved despite the fact that they shared a pay equity analysis (performative) and said they would close gaps. Hiring isn't always made on capability and competence... If you know a leader in the org you may get fast-tracked and sometimes those positions aren't even posted. And that means a lot of great candidates (internal included) are missed who could advance the org. Some leaders care about employees and their own leadership effectiveness. But key leaders need to seriously work on their ability to lead. They literally never do 360 evals to collect feedback on your specific manager or the exec team -- that's clearly a sign. The workload is piled on without much attention to employee capacity... except on some teams. There is almost no data to actually make data-driven decisions. It's impossible to actually really take time off because there's too much happening all the time. The org structure can not function to sustain what is being asked of people. Yet there are some positions that are duplicative and/or not a priority compared to others but continue to be funded (see marketing, enrollment, and operations teams). Also, customers (universities) are allowed to treat Noodle team members horribly (rude, impossible expectations, etc.) and managers rarely push back. These two issues alone make me concerned about the trajectory of the company at least with regard to employee retention.