Pros
You can meet some genuinely good and capable colleagues, particularly among non-management roles, which is probably the strongest positive. However, many of them tend to stay for a relatively short period (typically 6–18 months) before eventually moving on, which reflects the broader situation. Team building events are usually expensive and well-organized, which stands out on the surface, but it does not change the fact that a toxic environment exists underneath.
Cons
Work is chaotic and driven almost entirely by short-term projects, so people are constantly juggling multiple initiatives and switching context. Priorities change constantly, and projects can disappear overnight depending on client decisions, which makes any form of planning or stability unrealistic. Overtime is effectively expected if you want to keep up, but it is rarely compensated properly, especially when client billing conveniently does not reflect the actual effort required. A lot of the “benefits” exist more on paper than in reality. The car allowance is a good example — in practice it ends up being accessible mainly to management and a small circle of long-tenured or “well-aligned” individuals, making it irrelevant for the majority of employees. The home office policy is not transparently communicated during hiring and turns out to be restrictive and micromanaged, with rules that make little sense around holidays or leave. Exceptions happen, but not in a way that feels consistent, so double standards are hard to miss. Also, for a company that keeps hiring, the complete absence of a referral bonus is notable. There is no real career path. Teams are small, loosely structured, and even Team Leads often end up leading no one. Retention is low, which speaks for itself. Promotions and titles are inconsistent and often questionable, with people close to founders or management moving into “architect” or similar roles without the technical depth or responsibilities to justify them. Some roles, like pre-sales architects, feel entirely artificial and disconnected from actual delivery work. Salary increases and performance reviews are hard to take seriously. The process is inconsistent, and the people evaluating performance are not always equipped to properly assess technical contributions, which makes outcomes feel arbitrary at best. There is a strong focus on AI and trend-chasing, which looks good externally but does not always translate into meaningful internal impact. At the same time, company decisions can feel particularly contradictory — for example, aggressively recruiting and onboarding new people, investing heavily in team events, and then proceeding with layoffs shortly after, including employees who had joined only days or weeks earlier. This pattern does not inspire much confidence in planning or long-term direction. Management communication does little to clarify things. All-hands meetings tend to be vague and not particularly informative, transparency is limited, and employee surveys do not appear to lead to meaningful changes, which makes them feel more like a formality than an actual feedback mechanism. Client communication is also far from transparent. Employees are sometimes expected to present a version of reality that does not fully reflect what is actually happening, particularly around team changes or departures, which puts unnecessary pressure on delivery teams. On top of that, the credibility of some blockchain clients is, at best, questionable. When people leave, the situation is handled in a way that feels more like distancing than acknowledgment. Departures are rarely openly addressed, and the attitude from management can come across as dismissive or even negative, which does not go unnoticed by those still in the company. The work environment is extremely informal, especially around founders, to the point where professional boundaries feel largely optional. It is not uncommon to witness behavior in shared office spaces that would be considered inappropriate in most professional environments, including levels of familiarity that clearly go beyond what would normally be acceptable at work. Combined with visible favoritism and inconsistent decision-making, it creates a culture that is difficult to take seriously and even harder to respect.