I have never heard of an agency that limits its employees' development so viciously and stubbornly:
1) Severely limited career growth and development opportunities: Because of constant understaffing and micromanagers at the top who love doing everything themselves, the opportunities for growth and development are severely limited, resulting in significantly slowed down promotion cycles. AEs have no face-to-face interaction with the clients and get their emails checked before they are sent off to the client. Interns are mistreated and discouraged too, being used for administrative/secretarial work and not given any opportunities.
2) Bad atmosphere: You're either in the in-circle, drinking the RF 'kool-aid' or not, being denied deserved promotions and raises. The agency is extremely proud of being privately owned - the only "benefits" of that to employees being occasional visits of owners to offices, during which they show zero willingness to actually interact with the employees, and the monthly inspirational "Thoughts and Images" from Peter Finn (yes, a son of the founder and a brother of the other CEO). Don't count on much inspiration either - an excerpt from one of those that should give you an idea: "Over the years, Florence, Italy, became something of a second home for my wife and me. We would go there twice a year, once in the spring and once in the fall..."
3) Very low monetary rewards: Salaries are way below market averages and when you factor in that promotions come rarely (apparently only once a year), the gap with the rest of the market is even more dramatic. The five people at the top of RF West (the two West Coast offices) got more promotions within one year (two on average) than the entire staff of the two offices - you get the point. Bonuses are laughably minimal and probably less than the cost of printing the "Thoughts and Images" booklets on their high-quality paper.

RF management is very top heavy and they don't find it necessary to actually train subordinates in what their expectations are for job performance until too many mistakes have been made. This in turn creates a downward spiral of feelings and resentment and is overall poor for office morale. Management also seemed to not trust subordinates to perform their duties, which creates a stagnant atmosphere and stale motivation efforts. Additionally, the agency is very quick to let someone go, exhibiting its philosophy that everyone and anyone is easily dispensable.