It’s not a culture of talent; it’s a culture of who you know.
Senior leadership is overwhelmingly made up of referrals from the same previous company—not based on merit or skill.
Mass layoffs occurred with zero communication or transparency—employees found out via Slack or locked accounts.
Entire departments were slashed overnight, creating a constant sense of fear and instability.
A wave of senior managers, directors, HR, and finance quietly exited before or during the layoffs—clearly, they knew more than the rest of us
Culture is chaotic and reactive: sudden policy shifts, broken promises, and no clear long-term strategy.
The “people-first” messaging is pure branding—internally, employee well-being is deprioritized.
The team is pressured to produce inflated results to impress senior leadership, while actual contributors receive little recognition.
Leadership frequently takes credit for work, leaving little incentive or appreciation for those doing the heavy lifting.
No collaboration or support—just micromanagement, overreach, and unrealistic demands
Decisions are made for optics, not impact—often behind closed doors without input from those affected.
Morale is extremely low, and turnover is high, especially among those who try to speak up or raise concerns.
Psychological safety is nonexistent—speak honestly, and you risk being sidelined or targeted.
Work-life balance is poor, support is minimal, and burnout is common across teams
Trust within the company continues to erode, and leadership appears unwilling to acknowledge or address the real issues/
