Pros
Low barrier to entry for industry juniors.
Cons
I would only recommend working here if your career plan involves surviving 12 months of controlled chaos to unlock the “experience” badge, then immediately escaping before it starts impacting your long-term prospects. Treat it like a professional detox challenge in reverse. Compensation: Salaries are so far below market they feel like they were benchmarked in a different decade. Annual raises are technically possible, in the same way winning the lottery is technically possible. Asking for one is a reliable way to be told why you don’t deserve it, why the company “can’t justify it,” and why you should feel grateful anyway. Tooling: The ITSM platform is an experience. Not a good one, but certainly memorable. Tasks that should take minutes become multi-step endurance events. It’s unclear whether it was chosen deliberately or the result of a lost a bet, but either way it actively works against productivity. Workflow: “Process” is more of a rumour than a reality. Most work operates on a “figure it out as you go” model. There’s no consistency, no documentation, and no apparent desire to fix that. For an MSSP, the lack of operational maturity (especially in cyber) isn’t just surprising, it’s borderline negligent. Communication: Internal communication is so poor it almost feels intentional. Teams that rely on each other operate in silos, and information travels slower than a turd in a blocked toilet. Expect confusion, duplicated effort, and avoidable mistakes as standard operating conditions. Culture: The culture manages to be both disengaged and exhausting at the same time. Many of the engaging, competent, and experienced staff have already left for significantly better-paying roles (50%+ increases are common), and what remains is a noticeable drop in both capability and morale. Company events feel less like team building and more like a test of social endurance. Skills: The talent drain is not subtle. Senior analysts leave and are replaced with junior or graduate hires at the lowest possible cost. The result is exactly what you’d expect: a steady erosion of capability. The few high performers left are stretched thin, and the trajectory suggests it’s only a matter of time before the SOC is completely overwhelmed. Management: Consistently out of touch and seemingly insulated from the day to day reality of the teams they oversee. Communication is poor, accountability is minimal, and decision-making often feels disconnected from both logic and operational impact. Workload & Delivery: Services are sold aggressively and delivered hastily, with little regard for sustainability. This creates a constant backlog of issues that are never fully resolved, just handed around until they become someone else’s problem. Firefighting isn’t the exception here, it’s the business model. Career Growth: Development is largely self-service. If you improve, it will be despite the environment, not because of it. Overall: This is less a workplace and more a slow-motion case study in organisational decline. The gap between how the company presents itself and how it actually operates is significant. To top it off, new hires are being encouraged to leave positive reviews on here to boost ratings, arguably the most polished process the company has.