Cons
Despite branding itself as “people-first”, there was little visible focus on employee well-being.
Management seemed resistant to feedback and ideas to improve the culture. In many meetings, leadership did most of the talking, leaving limited room for questions or discussion.
HR frequently booked 1:1 meetings, but it felt performative - small, inexpensive morale improvements and practical suggestions were consistently dismissed or delayed.
Benefits were minimal (e.g., a 50 EUR voucher for a Christmas dinner) and little else of note.