Employbridge Reviews

Toxic, Unsustainable Culture: "Figure it out" was the default mindset, even if that meant working long hours straight with no thanks, support, or backup. Managers burned out regularly, and turnover became the norm. Development and support from leadership were virtually nonexistent. Despite the company’s frequent messaging about growth, it refuses to take accountability for failures. Senior leadership particularly the RVPs avoided confronting issues and disconnected from frontline realities. Some regional leaders wouldn’t even visit offices that were only minutes away, choosing instead to remain willfully ignorant. You're sold on the idea of "bonuses" and "merit-based raises," but the structure never allows it. Collaboration across departments often derailed individual goals, killing any chance at bonuses. We were even told that raises couldn't be given due to "budget constraints," so everyone was defaulted into "meets expectations." While some flashy offices sat empty with new furniture and wide open layouts, the office I worked in, which generated enough revenue to subsidize others, operated in degrading conditions. No recognition, no reinvestment, just more pressure. Things began to rapidly decline after the merger with Hire Dynamics and the company's purchase by Apollo. Leadership decisions like installing a CEO who clearly lacked direction were followed by an expansion of the C-suite instead of a course correction. When revenue became strained, the solution wasn't to address inefficiency at the top. Rather than course correcting, they laid off a third of the workforce to fund high executive compensation packages. The go to excuse, "Economic Uncertainty": Whenever concerns are raised whether about layoffs, pay, working conditions, or turnover the company hides behind the same rehearsed statement: "We've been affected by ongoing economic uncertainty and reduced demand for temporary labor." But anyone who worked there knows: The layoffs weren't about the economy. The burnout wasn't about the economy. The unsafe workspaces weren't about the economy. The inflated executive team wasn't about the economy. These were leadership failures plain and simple. Every year came with a new "culture survey," followed by a town hall call acknowledging employee concerns and then silence. No follow-up, no implementation, no accountability. Just another survey the next year to repeat the cycle.

Quarterly reprioritization. Constant layoffs and outsourcing. No promotions. Rotating cast of dishonest technical leaders. Non-technical leadership uninterested in building a viable product. Private equity owners likely looking to offload.