Intelliflo Reviews

Over time, the culture changed. It started to feel like office politics and being close to senior management mattered more than performance and hard work. Employees should be recognized based on their skills, contributions, and professionalism—not personal relationships. One example was when an employee went on maternity leave. Instead of keeping her Engineering Manager role until she returned or making a temporary arrangement, the role was permanently downgraded to a normal developer position in a team of around 50 people. This gave the impression that management assumed she would not return and reassigned the position to someone else. In situations like maternity leave or even vacations, the company should protect the employee's role and make only temporary adjustments if needed. Another disappointing practice was that higher management repeatedly asked employees to post positive reviews on Glassdoor and LinkedIn. Employees were reminded multiple times, making it feel like they were being pressured to improve the company's public image rather than allowing genuine employee experiences to speak for themselves. Reviews should always be voluntary and honest. Another concern was the lack of respect for employees' privacy. Some people seemed to closely monitor employees' daily activities, such as when they arrived, what they were doing, or even aspects of their personal lives, and report these observations to management even when employees were completing their work and meeting their responsibilities. This created an environment where people felt watched instead of trusted. A healthy workplace should focus on employees' performance and results rather than unnecessary monitoring or personal matters. Despite these concerns, the employees remain one of the best parts of the company. They are talented, supportive, and make it a great place to work. I hope the organization can restore the positive culture it once had, where fairness, merit, trust, transparency, and respect for employees are the foundation of every decision.

It was disturbing to see an Engineering Manager return from maternity leave and be forced into a developer role, raising serious concerns about how employees returning from parental leave are treated. The culture appears to be driven by employee favoritism and office politics. Promotions and career opportunities seem to be reserved for managers’ favorite employees, while merit and performance take a back seat.