PitchBook Reviews

- Processes change frequently, which creates confusion and affects team morale - Lack of support from team leads feels like some managers prioritise managing upwards over supporting their own team - Senior leadership could improve on people management, feedback can feel dismissive - Management tends to operate in a fire-fighting mode, with changes made after issues arise rather than being planned ahead - Expectations vary across offices, making collaboration difficult. When questioned, management maintains that everything is “aligned,” even when it clearly isn’t - Concerns around transparency or consistency are often dismissed or labeled as “negative,” with more emphasis on staying positive than actually addressing the underlying issues - Promotions don’t always feel merit-based, there’s a perception that being a “yes person” is valued more than actual performance

The RTO policy is extremely inflexible, with little regard for actual productivity or employee preferences. Leadership is disconnected and indifferent to ground-level realities. Since the founder’s departure, decision-making has felt increasingly erratic, lacking coherence and long-term direction. Local leadership is particularly disappointing—they appear more focused on appeasing senior executives than representing or supporting their own teams, resulting in low trust, poor communication, and steadily declining morale. This is reflected in the fact that many employees have chosen to leave, contributing to ongoing attrition and a noticeable loss of experienced talent.