Workleap Reviews

Product: - In both ShareGate and Officevibe, they are way too slow and reactive to the market. This is largely due to poor use of systems and corrupt data which makes it impassible you make a data-driven decision. The company takes wild shots in the dark. Organizational structure: This is where the company suffers the most. It's actually such a big problem that it's difficult to break down so I'll try my best. - Almost every position in the company except the support team does not follow industry standards. There can be discrepancies from company to another on naming conventions for certain roles, but in the case of GSoft it is sometimes downright wrong. Moreover, no standard internally is implemented on the different teams or roles, which leads to immense confusion and chaos. It's like the wild west. - They use an "R&A" system. "Rôle et attentes" (translates to role and expectations), which not only defines your role but your salary depending on what level you find yourself in each category they have created for your position. This is probably the most terrifyingly problematic system I have ever come across in my entire professional career. At GSoft, a lot of things sound great in "theory" but completely lack structure and proper execution, which creates immense frustration and confusion. The R&A system, for instance, is so vague and open to interpretation that you are always left to the mercy of arbitrary interpretation of what your responsibilities and salary should be! - There is no structure, and if there is, no one follows it! If compared to a household, GSoft is the house of your rich friend who when you enter, wonder how the hell the place is still surviving. - No HR. GSoft has "CO" instead, which is Coach Organisationel. Another concept that in theory, sounds great since they don't view "humans as resources" and want to encourage an environment of coaching. Here is where it fails: the poor team has 0 power. There is a severe lack of accountability at the managerial level and other protected individuals who have strong personal relationships with the owners. With no HR, no one keeps them accountable. Individuals with several HR complaints against them remain unaffected and even get promoted regardless of the severe damage they inflict on their team. Nepotism is very present. Someone could be a former retail employee with no prior experience in managing a team and be promoted to manager due to being close with the right people. - Inappropriate behavior, bullying, and wrongful termination/demotion are common. There are cases of employees who are made to quit and sign an NDA as to protect the image of GSoft.

The development process is immature. The managers are the kings of micromanagement, the team leads are no leaders at all. Propositions to better anything are turned down by team leads an managers, because they know better. Everyone is a unhappy zombie pretending to love Gsoft, because if you complain about anything you will be fired without any warnings. This company is an example of The Peter principle. I'd like to say it's an easy job if you're looking for some slack, but it is not, you either need to be working 60 hours a week or participate weekly to social activity and tell everyone how much you enjoy you time at Gsoft and playing beer games with your coworker instead of spending your time with your family. Finally the code is sub par. You will lean all the anti patters of software programming but not as anti patters. 70% of developers are first year out of college, the rest have been working there since their 1 year out of college and they are just bad developers who know it all. You will only grow in spite of Gsoft.