* Frequent turnover and repeated “rebuild” cycles make it difficult to establish stability or long-term momentum. There have been repeated product resets, which can feel inefficient and make it harder to build long-term momentum.
* Decision-making is highly centralized to founders/the C-suite, which can create bottlenecks and limit effective delegation.
* Execution expectations are high relative to available resources and the team’s current level of experience, often placing sustained pressure on teams and leaders.
* Culture can be hit-or-miss: the environment is intense, and ways of working may not align with everyone’s day-to-day expectations around collaboration, communication, and ways of working.
* Strategic direction can feel inconsistent, with a stronger emphasis on short-term outcomes than long-term cohesion.
* Compensation and benefits tend to be below market compared to similar companies in Montreal.
* In-office expectations are emphasized, but the overall office experience and team cohesion may not justify the requirement.