• Extremely high turnover: During my tenure of over four years, the team experienced approximately 87% turnover, largely due to management challenges and lack of stability.
• Lack of leadership consistency: I had four different managers within less than two years, which made it difficult to maintain continuity in expectations, professional development, and long-term career planning.
• Limited advancement opportunities despite strong performance: Although promotions were repeatedly discussed during performance reviews, they never materialized. At the same time, my workload continued to increase significantly without appropriate title or compensation adjustments.
• Unsustainable workload expectations: By the time I left the company, I was managing 17 projects simultaneously, including two new start-ups with extremely accelerated timelines. The typical implementation timeline for a single start-up is 8–12 weeks, yet these were expected to launch within 2–3 weeks, creating unrealistic expectations.
• Excessive work hours and burnout: Due to the workload and compressed timelines, I was consistently working 60–70 hour weeks, leading to significant stress and burnout.
• Management culture concerns: The management style I experienced was often unprofessional and included frequent negative discussions about colleagues during one-on-one meetings, which created a difficult and uncomfortable work environment.
• Lack of meaningful recognition or compensation: Despite consistently taking on additional responsibilities and high project loads, recognition was often minimal and symbolic rather than aligned with the level of work being performed.
They do not pay the going rate and are much lower!
