Pros
* Puts out good products that are well known, used, and respected in the audio industry. It's a very product/engineering driven company that has had several different products do well which has kept the business running for years in an otherwise very difficult industry. * Office space is beautiful - access to professional level studios, indoor bike parking, amazing company meeting/cafeteria area. * Pretty cool, smart people work there. Many of them have other lives in the music and pro audio industry outside of iZotope. It's definitely not a typical office culture because of that and very laid back * It's a fun place to work with a lot of customs people might find silly if they've worked in a more formal office environment. * Benefits are pretty decent for a company of its size- PPO option for health care, commuter reimbursement, 401k match, industry discounts on gear from retail partners. Friday company lunches are nice and a good way to get to know people you might not necessarily work with every day.
Cons
* Company has gotten a lot more risk averse on the software products side since taking VC funding. Expect to be releasing another edition of RX, Ozone, and Neutron every single year if you aren't involved on the Spire product line. * Pay is below industry average across the board - which is really rough if you're trying to live close to work or support a family. It's pretty common for people to leave after having their first kid. Almost all experienced hires from non-audio/music companies will find they have to take a pay cut. * There's a lot of catch up going on from being a 10+ year old company relying on internal systems that were built in-house for departments outside of engineering. Expect to do a lot of clean up or migration work from things that were neglected or outgrown. The quest for ambitious growth, intense product release schedule and the need to rebuild things feel at odds with each other. * Like many other companies in audio tech there's a pretty major lack of diversity and it skews heavily white male - more so in engineering & product vs other departments. There are no women or PoC above Director level there. Entire C-suite is white male. You can be the judge in deciding if there's some unconscious bias going on in hiring and management practices that perpetuates the lack of diversity in upper management. * You will probably feel very fish out of water a lot if you aren't into audio or music. It's not really a requirement for the more operational types of roles, but it helps keep you more engaged with the culture and connected to others. * Upward mobility and internal transfers only seem to happen when people leave, threaten to quit, a department gets re-orged or if you have the mental fortitude to navigate through a weird set of politics to make it happen. * Company has a tendency to over-hire for entry level roles because so many people just want in on the ground floor and are willing to take whatever job they can get. * Design, sales, and marketing has been through a ton of changes in structure and leadership and is basically now one giant department. Lost a lot of talent with all the shakeups. * Lack of consistent HR for years caused a myriad of issues from bad experiences for candidates, confusing performance review processes, the proliferation of poor management practices, etc.