Pros
Wanted to wait until I'd been here for 90+ days to review. As it turns out, what you see is what you get - and I mean that in a great way. My interview process had a few light bumps, but in general the Talent team was extremely communicative, and all of my interviewers were transparent about the job role, culture, leadership team, executives, etc (something you can only confirm after joining, of course). For a startup at this stage, I'm honestly floored with how much thought and care they've put into the personnel infrastructure. Feels like a 5-10y strong company from an organizational resources standpoint. Dedicated & talented People org, diversity & inclusion org well in advance of federal requirements, fairly well established reporting structure. There are even purposeful efforts underway to ensure career advancement is clear and available, which is (again) rare for a startup. Even long-established companies struggle with this. Your job description is your job description. That may seem silly to add explicitly, but at startups you can get hired to do one thing and a month later you find yourself doing 3 jobs. There absolutely will be times when you have to flex skillsets to cover PTO or a job vacancy, but it isn't the norm. I'm going to run out of characters to use for this review but I'll tie it up by saying the pros far outweigh the minor cons. The products we're working on are cool, the people & ELT are great, and company outlook is positive. Above all I enjoy my job & the people I work with more than I have at any previous workplace.
Kontras
Startups have some startup problems. Array has done a great job addressing many of them, but it wouldn't be fair to say there aren't any. That said, take these with a grain of salt: if you're applying at a tech startup, you should be prepared for them already. Turnover at the mangement+ level is moderate, although within expectations for a tech startup I think. Turnover is high everywhere in tech, too. Reorgs happen frequently. This is just a most-tech-companies thing, doubly true for startups. You have to be able to pivot to new teams/squads/reporting structures with grace and agility to keep up. Highest level executives still have a hand in day-to-day operations. It can be intimidating if you're not used to it, and happens naturally while companies accelerate hiring during a growth phase. Eventually it will change, but worth noting that some executive interaction skills will help.