Muzz Reviews

The internal environment is deeply unhealthy and political. There are clear “in-groups” and favoritism dynamics (high school vibes) and if you are not aligned with the right people, your work, ideas, and concerns are dismissed regardless of merit. This is not an isolated perception; former employees and current employees (when speaking anonymously) largely share the same view. There is a strong gender imbalance in certain teams that goes beyond representation and directly affects decision-making. Male employees are frequently treated as a problem rather than contributors, and ideas coming from men are often viewed with suspicion or discounted, especially in brainstorming or product discussions. Issues on the app are consistently framed as “male problems,” even when data or nuance suggests otherwise. Performance management is fundamentally broken. There are no clear KPIs, no objective success metrics, and no consistent evaluation framework. Feedback is largely based on “vibes” and personal perception. This becomes dangerous when employment decisions are justified using contradictory or subjective evaluations. I formally raised concerns about favoritism, biased treatment, and inappropriate internal language. During this process, I was terminated mid-investigation. One of the main points of the complaint was unfair evaluation due to the absence of KPIs, yet termination was still justified using that same flawed evaluation system. The company has no real HR department. HR functions are effectively handled by leadership, meaning there is no independence, no protection, and no meaningful escalation path, especially if the issue involves management itself. There were also instances of culturally offensive language being used internally, including derogatory terms referring to immigrants. This is particularly unacceptable in a company serving Muslim communities in North America, many of whom are immigrants. These concerns were raised and not addressed. Compensation is low relative to workload. Roles routinely combine multiple functions (marketing, social media, events, partnerships) with limited resources and inconsistent budgets. This makes execution difficult and positions the company poorly when negotiating externally. Some product and policy decisions also feel ethically inconsistent with Islamic diversity, particularly around how certain religiously permitted statuses are handled on the app. These concerns are acknowledged but never meaningfully resolved.

Where to start. Onboarding and work environment: I realized very quickly that they misrepresented the job, company and the environment during the interview process. Even though I had lots of experience, I was not trusted with basic tasks and had to "prove myself" as if I was a fresh graduate. I brought up this issue and while they listened to me nothing was done about it. I was brought in for big picture partnership and strategic development in my country (their words), but was limited to tiktoks and blog posts quickly after I joined. They had their reasons, obviously I disagree with them, and personally I think there's something very broken in communicating accurate information up the chain. In general, unless you're the CMO on the marketing side, you're just implementing one vision. even country leads don't really have much room for experimentation or creativity. There's one template that's applied to every country, ignoring differences in culture, habits and tendencies and limiting the efficacy of marketing campaigns. Company onboarding was organized, but within my own team it was a disaster. I spent a five minute call with my manager, immediately setting the tone for a dynamic where I was expected to just be a silent tool. Team Dynamics: My relationship with my manager was genuinely terrible. They were very disorganised, regularly giving me contradictory directions and then throwing me under the bus. I smiled and nodded through all of it but ended up paying for it. They were also quite under qualified. For example, after I pointed out that an event in a certain city was inadvisable because we had x number of monthly active users there, they said the number was low because it was the beginning of the month. (MAU takes the last 30 days, not the actual month). The event had a very low turnout. My colleague was quite toxic and unprofessional, showing up late to filming days and leaving me to take the fall for the short amount of time we had to complete the task. They also had an anger issue, regularly speaking rudely to strangers on the street while wearing the company logo and lashing out at me a couple of times when we disagreed. Culture: They sell it as a fast paced startup culture but not much gets done. They tread a lot of water and everyone's always in a rush but there's very little long term vision. This leads to a lot being left on the table in terms of growth opportunity and leveraging some genuinely promising features and evolution that they're working on. Salary, benefits, and HR: Laughable. Salaries are low, turnover is high, benefits are non existence. I received no compensation other than my salary. There's no HR department. I had a freelancer contract and was treated like an employee. I was let go on a 15 minute call on a friday evening at a train station where I had travelled for one of their events, and was immediately locked out of the system with no opportunity to keep contact with some of the people I had met. It was genuinely shameful. Growth opportunities are non existent unless someone who outranks you leaves. I don't foresee any new positions opening up in the core team.