Everything else about this company is a con. For a firm that sells “culture design,” the internal culture is shockingly dysfunctional. It is genuinely one of the most toxic workplaces I have ever encountered.
Ask about attrition. In just 2 to 3 years, they appear to have lost close to 90% of the people they hired. Very few employees stay long-term. That alone says a lot. People do not leave healthy workplaces at that scale.
The micromanagement is constant. The drama is constant. And the gaslighting is EXTREME. Employees are routinely made to feel like they are never doing enough, even when they are already working excessive hours under highly unrealistic expectations. There is a persistent narrative that you should always be doing more, giving more, and sacrificing more. Much of this stems from deeply incompetent leadership.
They also push the idea that “we are not a 9-to-5 company.” In practice, that becomes a justification for eroding any distinction between work and personal time. They dismiss work-life balance and instead promote “work-life integration,” which in reality means boundaries are discouraged and anyone who tries to maintain them is subtly shamed or treated as less committed.
The leadership team lacks basic self-awareness, emotional maturity, and accountability. Feedback is framed as “a gift,” but only when it flows downward. Leaders are comfortable giving harsh, critical feedback to employees, yet often become defensive, dismissive, or openly angry when feedback is directed upward.
The company’s operating model is so poor that it is hard to understand how they are able to create meaningful client impact at all. Planning is essentially nonexistent. There are no clear processes, timelines, or ownership structures. The result is constant chaos. Work turns into late-night fire drills, not because of genuine emergencies, but because leadership fails to delegate effectively and cannot articulate clear direction from the start. Employees are asked to work from vague or shifting instructions, then blamed when the output misses the mark and told they “don’t get it,” which leads to endless rounds of avoidable rework.
That creates a relentless cycle of confusion and exhaustion: unclear priorities, last-minute changes, late-night revisions, and crises that should never have existed in the first place. The lack of leadership competence also means the wrong things get prioritized. Huge amounts of time are wasted perfecting details that do not matter, while genuinely important work is neglected or addressed too late.
The CEO actively fuels internal division rather than alignment. Instead of building trust and cohesion, he often pits people against one another, creating an environment of mistrust, politics, and competition rather than collaboration. Talk about psychological safety...
After all this, there are no clear paths to growth, promotion, or mentorship. Promotions rarely happen, and leadership has no concrete answers when asked how advancement works. Employees are expected to give more and more, but the company offers little in return. The strategy appears simple: get the most work possible while paying people the least they can.
Over time, the cumulative impact is severe. Many employees leave deeply burned out. People come away with stress-related health issues, emotional exhaustion, and in some cases what feels like lasting workplace trauma from the experience.
For a company whose entire business model is advising others on culture, the disconnect between what they sell externally and how they operate internally is staggering.
TL;DR: proceed with extreme caution.
