Pros
The company culture, as portrayed by mid to lower management, has been instrumental in sustaining GAP's operations. While the base salary is satisfactory, there is a tendency to assert that it exceeds market standards & employees should expect to remain on that salary for an extended period. 3/2 hybrid working model.
Cons
GAP frequently recruits individuals for senior leadership positions with high expectations, yet they often fall short within six months due to a misalignment between their recruitment experience and the specific model requirements. Consequently, these leaders instigate significant changes, resulting in an unstable work environment for other employees. The constant introduction of new plans and approaches every six months makes it challenging for the workforce to adapt, especially during periods of poor business performance when employees are expected to secure new business without adequate training. Promotions appear to favor those who are outspoken and aesthetic rather than being based on merit, leading to a perception of unfairness. Discrepancies in rules and commission structures further contribute to frustration, despite efforts to communicate changes transparently. Although yearly increases are promised, they are not delivered. Moreover, when issues arise, such as an individual's reluctance to make an international move due to a family member's serious illness or pursuing a better-paying role elsewhere, blame is placed on the employee, suggesting "a loss of control". Additionally, there's a particular director who appears amiable and encourages employees to voice their concerns, only to relay this sensitive information to the other director, resulting in repercussions for the individuals who spoke up. This practice contributes to an unpleasant working environment. Many employees have departed due to the toxic leadership style exhibited by senior management, citing alternative reasons for their departure, when in fact, it is often the same management they are fleeing from.