Pros
* Used to be a fun work environment with lots of dedicated, smart coworkers before the company was acquired. There are still some great people left, of course, but they are getting fewer and fewer. * At one time it was a great opportunity for learning and career growth. * Free Friday lunches, fun company outings (cruises, go-kart racing, scavenger hunts, etc), stocked fridge with drinks and snacks.
Cons
* Almost the entire Engineering, Product, and Operations teams have left or been laid off in the past 3-4 months after the company was acquired by j2 Global. Only Customer Support and a literal handful (i.e. less than 5) of developers and Ops staff remain. In February 2015, just 5 short months ago, SugarSync employed close to 50 people; now, only about 15 are left. * There was no serious attempt made to retain employees after the acquisition. This, combined with several rounds of heavy-handed and shortsighted layoffs, left staff demoralized, unmotivated, and overworked, forced to do more with nothing. Naturally, a mass exodus of talent ensued. No retention bonuses of substance were offered (new CEO Hemi Zucker is openly opposed to financial incentives), no retention plans were put in place - it was like they refused to even acknowledge that employee retention was a substantive issue. New management was warned time and time again that this would happen, but refused to heed the warnings. The swift departure of so many senior employees had a domino effect that caused other, more junior people to resign that would have stayed on despite the other changes. * The new ownership is cheap and embodies the saying "penny-wise, but pound-foolish." They offer bare minimum vacation time and 401(k) matching (not sure about salary for new employees, but I suspect it's below market as well). During the initial onboarding process, we were told that we were getting a much richer benefits package than the rest of the company and that the company "doesn't like to spend money" on its employees. Really? * Absurd and archaic policies or lack thereof. A few examples: no work from home policy; education-related costs relevant to job (i.e. classes, books, certification tests, etc) are only reimbursed up to 50%, must be approved directly by the CEO (yes, the CEO of the whole company) and the money must be returned if the employee leaves the company within a certain time frame; the company has a formal policy forbidding departing employees from sending farewell emails (they must have quite a bit of turnover to be so preoccupied with this). * I could go on, but others have said many similar things here. See also: j2 Global Glassdoor review page.