- Major lack of trust from the top, resulting in leadership getting involved in projects completely unrelated to their departments. This has caused chaos and unnecessary confusion.
- The decline in company culture is blamed on people not coming into the office as much. Actual feedback on why culture has steeply declined is met with defensiveness and is routinely dismissed and ignored.
- Inexperienced leadership team in terms of domain expertise in their respective departments, building industry experience and people manager skills.
- Extremely long lag time to backfill crucial positions, causing burnout and chaos among those left behind.
- Lack of clear direction for roles in general, especially customer success (the department was inexplicably dissolved and divided among those who were already overworked), leading to employee churn.
- If you aren’t hired as a fully remote employee (how this is determined is not transparent and seems random at best), you will be expected to come in to the office regularly, especially if you want any chance of being promoted.
- Extremely political environment for hiring, promotions and professional development opportunities.
- Offboarding process is inconsistent. Completely arbitrary on who gets an official exit interview, and feedback often isn’t taken seriously or actioned even if you get the opportunity.
- Constantly pat themselves on the back for diversity, equity & inclusion initiatives, but this mostly applies to (white) women in positions of leadership.
- Can be extremely long and unpredictable work hours if you work with the global offices in UK, Singapore, Philippines, Ukraine and/or Australia. Last minute meetings well after 5:00pm are common and normalised.
