Great Flexibility and Values - Recensione dipendente - Marketing Manager presso Teach org

Everyone at TEACH is very nice and helpful

Nothing super bad but since it's a fully remote organization the onboarding can be tricky, but everyone is super helpful and try to make it easy to get integrated.

Great mission, theoretical opportunity to make a difference, financially stable company, company is expanding, coworkers are talented and supportive, good pay.

Lots of work at the company is part-time contract, I'm talking about full-time management positions in my comments. Experience depends which department you get hired in. Content is great. Regions Department is great. Same for Marketing. In the past few years about half of the Product / Technology department regularly quit between months 9-16; a simple LI search shows this. Upper management is often lacking: lots of head in the clouds 'company values / mission / patting selves on back'. Missing brass tacks interest in the running of a tech company from the higher ups. Sometimes smug and detached, know-it-all attitude. Dismissive. Resistant to listening to professionals in their fields on the team about their specific area of knowledge. Lack of understanding and interest above the Product / Tech team to learn about much less implement basic Agile principles. Tendency to go with third-party solutions needlessly. Tendency to find 'easy fixes' or 'shortcuts' (lack of long-term thinking). Near inability to make decisions based on incomplete information, meaning projects stay in 'standby'-- neither living or dead-- awaiting complete information (expensive). Dependency on vanity metrics and cherry picking in the UA dashboard to support yearly 'success' data, though basic Northstar is achieved. No corporate history of putting the product-- or individual features-- in front of real users in any form to gain qualitative insight; indifference to doing so in future. Frequent analysis paralysis with UA. Multiple reports in product over the years from different product professionals outlining similar suggestions, few of which have been implemented- futility. Complete disinterest in iteration. Lack of respect for developer expertise, gross undervaluation of what developers do and thus why good devs are worth retaining (technical know-how to be leveraged, writing scalable code). Lack of ability to retain product people with technical know-how (coding, UX/UI etc), preference in interviews toward business types and 'vision'. Recreation of a civil-service-style, waterfall corporate culture based on creating massive amounts of documentation to little purpose, much of which probably goes unread. Long meetings where the same member/s speak at length and others (likely with important feedback) stay silent, having long since learned how things work. Whatever opinions senior leadership come to to the table with will likely be the ones they leave with, no matter how much democracy happens in the middle: intransigence. False confidence that comes from bloated egos, lack of humility. Resulting product dysmorphia in management. Little evidence of innovation over the years on specifically the digital product side (am excluding marketing, content, etc) with some exceptions. To be clear; I think everyone at the company at every level cares deeply about teacher recruitment and is passionate about that cause. 95% who work here are truly talented and amazing at what they do.