Great brands, terrible management, would avoid - Anonymous employee Hyve Group Employee Review

Hyve is a wonderful company with a great culture, recognition programs, bonus/commission plans and overall extremely transparent across the company, especially considering they are global. I appreciate that there is so much collaboration with everyone across the globe, I also appreciate the flexible holidays, PTO, sick and birthday off, with time off and working arrangements they are fairly flexible dependent on your manager. Also typically there is a winter break and summer Fridays. Overall benefits are great, lots of socials and community groups for LGBTQ, cultures, etc. that you won't always find elsewhere. People are very welcoming at this office and it is centrally located with great amenities. My first few weeks HR and my manager was very supportive in onboarding and helping me answer my questions quickly, also a great interview experience They are constantly evolving and finding ways for you to learn and grow.

Growing fast which causes growing pains for the rest of the business.. you need to be very self motivated to work here but it is very rewarding. This growth also has caused restructurings and layoffs which is unfortunate Pay is also mid range - nothing unfair but also considering the competition in NY many leave for better pay, but there are yearly salary bumps

- Some genuinely talented colleagues who care about their work - Travel and events can be exciting if you enjoy that environment -A few pockets of strong leadership, though inconsistent

-Chronic leadership dysfunction: Decision-making is reactive, political, and often driven by personal agendas rather than strategy or data. -Culture where people stay quiet to protect themselves. Team members often avoid voicing issues because doing so tends to create more problems than it solves. -HR is performative, not protective: HR presents as supportive but ultimately prioritizes optics and liability over employee wellbeing. -Boundary issues and blurred professionalism: Some leaders behave in ways that would raise red flags in any modern workplace, yet accountability is inconsistent or nonexistent. -High turnover disguised as “restructuring”: Instead of addressing root causes, leadership reshuffles teams or titles, creating instability and burnout. -Workload vs. compensation mismatch: Expectations are high, resources are low, and recognition is rare. -Culture varies wildly by team: Your experience depends entirely on who your manager is — which is a gamble. -Outdated return‑to‑office philosophy — Despite the fact that most roles are fully remote‑capable, leadership continues to enforce a three‑day office rule that seems rooted in optics rather than operational need.