Unnecessary application steps - Anonymous employee Sealed Network Employee Review

Small and close-knit team environment where you can build strong relationships with colleagues and receive support from local peers.

While the company benefits from a small team environment, there are concerns regarding management consistency and fairness. Decision-making can at times appear influenced by favoritism towards a certain employee from a certain upper management, which may affect project allocation, performance discussions, and overall team morale. Employees may also find that policies, expectations, and performance metrics change without sufficient transparency, making it difficult to clearly understand how success is measured. The incentive structure can feel misaligned with employee effort, as strong performance in certain areas does not always translate into corresponding rewards. Workplace rules and expectations are not always applied consistently across employees, which can create confusion and perceptions of unequal treatment. In addition, career progression opportunities are limited, with no clearly defined path for advancement, and the work can become repetitive over time. Management support and guidance could also be improved, as feedback is not always practical or aligned with the day-to-day challenges employees face in their roles.

- Had great coworkers within the team (all have left) - Prime office location - Decent starting salary for fresh graduates - Firsthand experience of working at a startup - High performance = high monetary incentives - Good opportunity for networking with professionals across industries & regions Neutral: - Fast-paced and competitive - Stereotypical Singaporean startup culture: unclear boundaries & unpredictability

- High employee turnover for a reason - Insufficient training for new hires, team lead expects you to get the gist from the get-go with very vague explanations - Work-life balance is always threatened; you are expected to meet your quota-- and once you do, you're expected to overperform - No overtime pay; overtime being “unspoken but expected”, replying to messages after office hours - Does not have an internal HR team; any disputes are handled half-heartedly or easily dismissed - Team lead always instigates competition among employees and with the other teams - ALWAYS resorts to micromanaging if team does not perform well; does not take into consideration external factors that are out of their control - Inadequate coaching for those in PIP, but puts 5x pressure on them to perform better - CEO is egotistic and narcissistic, coworkers tell you to stroke his ego whenever you interact with him - Upper management likes to guilt trip employees, especially if overall performance is average or below average; you're told to question yourself all the time about your performance - Employee wellbeing is not prioritized - Burnout and exhaustion are equated to not being resilient