Pros
The role offers a high degree of flexibility and autonomy, with generally light workloads. There is limited oversight, and expectations are often loosely defined, allowing staff significant discretion over how—or whether—tasks are prioritised.
Cons
The organisation feels chaotic and transactional. High‑performing staff are treated as resources to be sold to clients, similar to a recruitment agency model, with little recognition of their broader value, indeed this is generally lost via poor management. Those who demonstrate competence often lose internal responsibilities and are redeployed externally to compensate for poor performance elsewhere. Meanwhile, some colleagues remain in internal roles despite consistently weak delivery receiving praise for effort rather than measurable outcomes.
