Litmos Reviews

Private equity got involved. Leadership rotated. And then rotated again. I had 5 managers in 5 years — not because I was a problem, but because the instability at the top never stopped trickling down. Layoffs became a recurring event, not a crisis. People stopped being shocked and started just waiting for the next one. That’s a cultural death in slow motion. The company is hemorrhaging people and doesn’t seem to notice or care. Talented, experienced employees are walking out the door at a pace that should be alarming, and compensation hasn’t come close to keeping up with what people are actually worth. The attitude seems to be that replaceable is fine. It isn’t. You can’t replace institutional knowledge and genuine commitment with a cheaper hire and a prayer. The product is losing ground fast. AI is reshaping this entire space and Litmos is watching competitors pull ahead while leadership moves at a pace that suggests nobody at the top has a real sense of urgency. They have nobody to blame but themselves. And then there’s the new CMO (second one hired this year.) Another confident-for-no-reason executive who walked in like he built the place. Big personality, bigger ego, questionable grasp of the actual work. His behavior in meetings is inappropriate at best, and has even been reported to HR. Nothing happened. It won’t. The CEO relationship is a full shield and everyone knows it. What I can’t stop thinking about: performance review season was right around the corner when I left. The marketing team, people who worked their hearts out for a full year with no budget and no recognition, are about to be evaluated by a manager who has known them for a matter of weeks. He has no context for what they’ve accomplished, no baseline for what the job actually requires, and no credibility to assess any of it. That’s not a performance review. That’s a setup. Complete insanity.

Management appears to lack adequate training, and there is a noticeable level of favoritism within the organization. The company seems to follow a pattern of frequent hiring followed by regular layoffs, which creates a sense of instability for employees. In particular, leadership within Customer Success can feel unsupportive and lacking in empathy. Workloads are often heavy, and one-on-one meetings can come across as more critical than constructive. There have also been instances of miscommunication, where expectations were not clearly shared with the team but later treated as if they had been. Strange and tense working environment.