Playwire Reviews

Not really a con IMO. Yes, the CEO is a bit nutty professor, but the man knows every part of the business, his baby, inside and out. If you’re used to working for Founder CEOs, this will feel familiar. If not, there may be a learning curve or some initial discomfort as you learn to over-communicate and feel the “eyes” ever upon you. He expects you to provide value, not just press the buttons and do the things the way they’ve always been done. As someone who stands their ground and is confident in the work I produce, I take this as an awesome challenge, not a “gotcha.” I can tell, even as a relative “newbie”, that there’s some lingering trauma from the “before times.” At least once daily I hear “but we’ve known this for years”, “but we’ve tried that and it didn’t work”, or “but last time I suggested that it was a no.” I see real effort from everyone to move past that and rebuild with who and what we have now, and it’s great to see. Again, not a con in my book, but a serious consideration: there are no slow horses. This is no slough house. We move at the speed of ASAP and needed that done yesterday. If you’re used to red tape and things taking forever for approval, this is not the place for you. If you’re used to having a team of minions doing everything for you at any level, this place will humble you very quickly. If you’re leaning on what you knew before and not willing to say “I don’t know that now, but I will in 24 hours”, you’re already behind. If you’re someone who gets easily overwhelmed by rapid change or who needs a process followed to the letter without flexibility, save yourself the headache [this coming from a very process-driven and loving person BTW]. Hours can be long, but not because someone forces me to work them, but because my work has my name on it and I can’t turn in B+ to the A team.

** Notice: If Glassdoor was to check the IP address of the reviews, they would discover a majority of them come from the same IP - the Playwire IP. There are fake reviews here, as well as fake reviews on the company’s former Glassdoor account, ‘Intergi’. Fake reviews can be spotted from a mile away. Look for 5-star reviews and cheesy lines like, "Put your seat belt on, and get ready for an amazing ride!". No real Playwire/Intergi review would begin like this unless it was sarcasm. The headlines would probably read more like, "Put your seatbelt on, and get ready for an amazing ride, filled with low morale and with short moments of joy!” ** CEO's emotional spectrum is composed of extremes, happy and angry. He can flip between them easily within the same conversation. Prior to approaching him, you must assess where he is on his emotional spectrum and work from there. ** There is no vertical growth, you grow horizontally. As your responsibilities grow, you might get slapped with a new title, however, your pay typically does not reflect the amount of hours you spend working, nor do your sporadically revealed bonuses. ** There is no overtime pay and, yes, you are expected to work extra hours . ** Pay is not amazing. You can be there for three years and not receive an increase in pay. Individuals with the same set of responsibilities, or more, can see less pay as others with the same responsibilities. ** Good people get stuck here. They get comfortable (and they shouldn’t, they are not seen as valued employees, but replaceable peons) and they don’t leave. They are abused and harassed, but they don’t leave. This puts office morale at unbelievably low levels throughout the year. There have been jokes of the office being the perfect environment to show off Stockholm Syndrome. ** There have been jokes of there being 'boys clubs' or 'golden boys'. Typically because favored employees are male. ** When employees do leave (either fired, let go, or give notice), the CEO has been known to request some employees to not send emails out saying that they are leaving. In situations where employees leave silently (one day they are there, the next they are gone) and no one comments on it - not even during company wide meetings. Of course, there have been examples of people leaving, sending emails out, and their leaving being noticed -- typically favored employees. ** CEO has no respect for off hours. Even if it’s 3AM he will email you, usually about something that could be discussed in the office in the morning. ** Middle management is circumvented on every occasion when the CEO sees fit. Typically, this results in processes for a team being changed (and the team ends up suffering 70% of the time due to poor choices) and there is no follow up, simply blame and questioning when things underperform. This is not due to decisions from managers, it is the CEO. ** Praise from the CEO means that you’re on his list and he's paying attention to what you are doing (often times when it is unnecessary and you have been dutifully performing your given tasks). If you are praised, prepare to having him breathing down your neck looking for any signs of weakness in the work you are performing. Sometimes, it comes in the form of blank assaults, guesses, or, sometimes, even lies on some items. Again, this is in place of your manager doing this. ** CEO does not enjoy criticism, nor does he enjoy anyone disagreeing with what he says. ** Females drop like flies from the company. They have been known to run to the bathroom crying, run to their car crying, or simply sitting at their desk crying. This typically occurs after having the CEO disrespect their position by only speaking to the individuals they manage, instead of speaking directly to them about their team. Of course, this has occurred due to circumstances outside of the CEO as well. The majority of the C-level team, save one individual, will greet every individual in the room by name, except the female. ** CEO has been known to turn his back on individuals speaking to him mid-conversation if he does not value their opinion or does not like them. Both male and female employees. ** When upset with you the CEO may not speak to your for weeks. ** CEO will make vague requests for you to improve areas of work. For example, the CEO will request you increase the amount of emails you send. You might believe this to be 15% - 20% more emails, however, whatever you do is typically not enough. If you ask for set milestones of what he would like you to do, you do not get them. Instead, you get pushback. You are set up to fail and it happens a lot - ie. if he says jump, you do not ask "how high" you jump and pray you jump high enough.