Pros
Flexible working arrangements, including the option to work from home. The people you work alongside are often the main reason to stay. Teams tend to form strong bonds simply because navigating the day-to-day together requires it, and many colleagues are genuinely good to work with on a personal level.
Cons
There is a persistent and frustrating disconnect between the company’s ambition and its ability to deliver. Big ideas are announced regularly, but execution is consistently poor, timelines are rarely met, and follow-through is the exception rather than the rule. Management quality is wildly inconsistent. While a handful of middle managers in ANZ are competent and professional, others appear to have progressed through loyalty rather than leadership capability. This has a direct impact on team morale and performance. Trust is routinely eroded by managers who struggle to keep up with their own workloads, arrive unprepared, and provide little to no clear direction. Working under this kind of leadership is exhausting, as priorities shift constantly and expectations are rarely articulated or aligned. People management is a major weakness. Some managers actively avoid their direct reports, operate in a chaotic and disorganised way, and deflect accountability when things go wrong. Those perceived as “in the way” can quickly become scapegoats. Despite repeated issues, certain managers receive obvious preferential treatment and are rarely, if ever, challenged in a meaningful way. The company has removed its local HR presence and now relies on an offshore team, which makes raising concerns feel distant, slow, and largely ineffective. This only reinforces the sense that problematic behaviour is tolerated rather than addressed. The company markets itself as a tech-forward, innovative organisation, but internally it relies on a patchwork of aging systems that are endlessly “fixed” rather than properly modernised. Projects are routinely rushed, corners are cut, and the result is a workplace that feels reactive instead of strategic. Travel allowances are poor, to the point where employees need to closely track expenses to avoid being out of pocket for work trips. Staff turnover is high, and while leadership often frames departures as a non-issue, the ongoing inability to retain talent speaks for itself. Overall, this is an environment that wears people down. Many stay for the flexibility or their colleagues, not because they believe in the leadership, the systems, or the long-term direction of the business.