Pros
Direct leadership is good. Immediate team works hard despite constant complaints from legacy Creaform employees showing lack of trust.
Cons
Following the merger, leadership appears to remain largely aligned with the legacy Creaform organization. There is a strong preference for maintaining established ways of working, with limited openness to change or meaningful integration with the new teams. Resistance to adaptation is often vocal and, in practice, tends to shape outcomes. At the same time, leadership behavior reflects a cost-first, context-last mindset-- prioritizing near-term financial or structural targets without first investing in a clear understanding of the work, capabilities, or downstream impact. Decision-making seems heavily influenced by a small group of long-trusted advisors, and the CEO appears to rely on their perspective. As a result, the organization lacks a coherent long-term strategy and instead operates in a largely reactive mode, responding to the concerns of familiar voices rather than driving a disciplined, forward-looking vision.
