Pros
- The established employees at the company were genuinely warm and welcoming. They created a positive, friendly atmosphere that made it easy to connect and feel included - Outside of work, I had a lot of fun with my colleagues. There was a sense of camaraderie that made social interactions enjoyable and built strong personal connections. However, within the work environment, I didn’t sense much cohesion between departments. While individual teams were friendly, there seemed to be a lack of collaboration and alignment across the company, which impacted overall productivity and morale. - There are a few recruiters in the company who are exceptional at their craft. I was particularly impressed by 3-4 individuals who displayed a level of skill and professionalism that stood out within their teams.
Cons
- My relationship with Mel (the CEO) was strained from the beginning. While she presented herself as energetic, successful, and full of life during interviews, it became clear over time that this persona was more of an act. She struggled with direct communication—rarely making eye contact—and appeared primarily focused on turning people into profit rather than fostering a collaborative or supportive environment. - The CEO had assured me during the interview process that she would actively help train and mentor me to lead the Tech department. However, during my five-month tenure, I did not have a single one-on-one meeting with her. - Both the CEO and COO frequently demanded results without providing adequate support or strategic guidance. Their approach was reactive, with little effort to create sustainable solutions or articulate a clear vision for success. - Billing & Managing for a team of 6–8 people was not an effective setup for me. There was no clear direction or focus for the tech team, which felt disjointed. Despite making my experience in the DACH market clear during the interview process, suggestions related to business development in Berlin were met with resistance, as if I had suggested something completely out of alignment with their values. - Senior leadership lacked transparency and accountability. For example: I was promised a "warm desk," but in reality, there was only one active client hiring frontend developers. When I opened new clients and shared opportunities with the wider team, we successfully placed candidates, yet commission splits—something not clarified upfront—were withheld. - The previous manager to me, who had been with the company for 8+ years, was suing them—a detail I was not informed of before joining. The company's history and achievements were only partially disclosed during interviews, leaving me with an incomplete understanding of the challenges I was walking into. - The company operates with a "revolving door" culture. While those who perform well can thrive, there’s little effort to support or retain those who struggle. This approach, while potentially fair in terms of performance expectations, contributes to a lack of continuity and cohesion within teams. - Thresholds - The company operates with minimal overhead costs, primarily due to its lack of physical office space, I didn't like that they have thresholds and couldn't offer a good space to work.