Toxic, Fear-Based Leadership:
The CEO is toxic, manipulative, and abusive. She leads through fear, micromanagement, and constant surveillance. Employees are made to feel that one wrong move could cost them their job. Psychological safety does not exist. It’s a joke she is advocating people on mental health.
Control Over Trust:
This environment prioritizes control and image over people and sustainability. Leadership is more focused on maintaining authority and appearance than building healthy teams or long-term systems.
Excessive Hours With Impossible Standards:
Working nearly 12 hours a day was the norm and still never enough. The CEO dictated what was or wasn’t a “good use of time,” despite providing no structure, support, or resources. Targets were unclear, constantly shifting, and impossible to meet. When things failed, blame was placed on employees instead of leadership.
“Startup Culture” Used as an Excuse:
Poor management, lack of planning, and chaos were routinely blamed on “startup culture.” In reality, the problem was the absence of leadership, direction, and accountability. Employees were left guessing what success looked like and then punished for not meeting undefined expectations.
No HR, No Escalation, No Safety:
There is **no HR** or neutral reporting mechanism. Issues cannot be escalated. Employees have no protection, no support, and no outlet allowing toxic behavior to continue unchecked.
Gaslighting and Zero Accountability:
The CEO never takes accountability for her mistakes. When decisions fail or expectations are unclear, responsibility is shifted onto employees. Concerns are dismissed, conversations are shut down, and employees are gaslit into believing problems were their fault even when they stemmed from poor leadership and lack of direction.
Bullying and Public Degradation:
The CEO openly gossips about employees, calls people “dumb” in front of others, and criticizes individuals who are clearly working hard and doing their best. This behavior is humiliating, demoralizing, and destroys team trust.
No Mentorship, Only Shame:
Despite roles requiring learning and growth, there is no mentorship or guidance. Instead of being taught, employees are shamed for not already knowing everything. Education and skills are mocked rather than developed. This actively prevents learning.
Confidence Destruction:
This environment severely damages confidence. Over time, constant criticism, taunting, and lack of support made me doubt my abilities even though I was eager and capable of learning. The damage came from leadership, not lack of skill.
High Turnover and Instability:
Senior employees leave frequently. Others are fired or quit. Responsibilities are constantly rotated due to instability, leaving teams unsupported and overwhelmed. This pattern is systemic, not coincidental.
Petty and Performative Hiring Practices:
After employees leave, the CEO repeatedly posts their roles on LinkedIn, often multiple times, yet positions are rarely filled. This feels performative and petty focused more on optics and image management than actually building or supporting a team.
Mood-Driven, Favoritism-Based Management:
Treatment depends heavily on the CEO’s mood. She is only pleased when employees tell her what she wants to hear. Honest feedback is not welcomed only agreement.
ALL THE REVIEWS ON GLASSDOOR ARE ACCURATE.
