What is the company culture like at Victorious?

-Incredible Colleagues: The people here are brilliant; some of the brightest and kindest you’ll ever meet. Victorious has very talented people who are customer facing and that is the company's greatest asset. -Industry Recognition: The company has garnered awards over the years, due to the hard (+thankless) work of their CSM, SEO and Content teams which can look good on a resume and provide some initial credibility.

Leadership & Layoffs -Callous + Cruel Layoffs: Recently, one-third of the Customer Success department was laid off only a handful of days before the annual company retreat. All of these employees were top performers, and leadership handled this as poorly as they possibly could. No one knew this was happening and there were no plans/transitions made for dozens of customer accounts. This incredibly short-sighted decision by leadership was a huge blow to the morale, which is already very low, and left the remaining team members both anxiety-ridden and required clean up their mess. Employees with over 3 years of hard work and dedication were treated like trash. So much for "People-First", which is clearly not a core value they actually embody. -Lack of Empathy: There’s a pattern of leadership blaming former employees for systemic issues instead of acknowledging poor decision-making on their own behalf. They routinely gaslight employees to avoid taking any personal-accountability. Collapsing Culture -Nearly Nonexistent Culture: In 2021 and 2022, Victorious made efforts to foster teamwork and engagement, but regular stand-ups and fun Slack channels have all but vanished. Morale-boosting traditions have faded, and there’s a noticeable disconnect across teams. Everyone has been burnt out for years now, and this feedback has been shared far and wide, but nothing has changed. The poor culture and low morale is somehow continuing to hit new rock bottoms. -Secrecy and Poor Communication: Big decisions that impact the customer-facing teams are made behind closed doors, with minimal transparency. Employees are often blindsided by sudden shifts and restructures, with NO training given. It is impossible to keep up with leaderships' knee-jerk reactivity. Sales Methodology -Ineffective & Misaligned Sales: The sales team OFTEN brings in customers who have slim chances of SEO success with unrealistic expectations. This sets other departments up for failure and leads to high churn. -High Turnover & Minimal Training: The sales department turnover is extremely high, suggesting insufficient training or a flawed approach to selling the company’s services. SEO Department Struggles -No Accountability: The SEO team is personally responsible for many accounts that churn, however, there is no accountability for them being weeks late on deliverables, or not following through on promises made to customers. The CSM team pays the price for this major issue. -Understaffed & Overworked: The SEOs carry an unmanageable workload, which has been a concern shared for years. Promises made to clients frequently go unmet, leaving the Customer Success team to manage the fallout. -Poor Retention: Skilled and talented SEOs tend to burn out within a year and leave, which perpetuates a cycle of instability and unmet deliverables. Overall Lack of Accountability and Strategy -Constant Blame Game: Leadership frequently shifts blame onto others rather than taking responsibility for failed initiatives and oversight. -Short-Term Fixes vs. Long-Term Vision: The company pivots quickly from one new strategy to the next without learning from past mistakes. This reactive approach erodes confidence and clarity across all teams. If they would listen to feedback and concerns frequently being shared, they could have saved the ship from sinking; it is too late now.

1. The company's employees are definitely its foundation. Victorious attracts bright, skilled, and supportive individuals who genuinely care about their work and each other. The fact that many employees have gone on to succeed elsewhere really speaks to the high caliber of talent the company draws. 2. While I would not categorize Victorious as the "best place to work," the company has earned multiple industry accolades that bolster its credibility and may enhance your resume in the SEO/digital marketing industry. 3. In my first year with the company, they displayed a supportive work environment where employees truly felt heard and valued. Although the culture has since changed, there is still much opportunity with all the loyal employees holding on to what was, in hopes of it returning.

1. Victorious was once a great place to work that honestly seemed too good to be true. However, the company's toxic leadership and lack of transparency have significantly chipped away at its culture, leaving nothing but a crumbly foundation. The severe lack of transparency and the focus on profits have eliminated the employee morale that once stood strong. If you're seeking growth opportunities, transparency, and a healthy work-life balance, I highly encourage you to look elsewhere. There is a reason the turnover rate is so high here. 2. The management team seems to avoid transparency at all costs. Major decisions are often made in secrecy, with little explanation or communication to the broader team. The company's small size amplifies the impact of these communication breakdowns, leaving many employees feeling out of the loop. 3. The company seems to be operating in survival mode with no clear desire to focus on quality accounts. Instead, they seem to be more focused on immediate profits, which has led to more campaigns requesting shorter terms with unrealistic goals or requesting to terminate campaigns early for lack of results. 4. The company’s approach to addressing leadership failures has led to recent layoffs. They decided to lay off one-third of the customer success team just a couple of days before our company retreat. They made it seem like this was solely the fault of the customer success team when no one was coached or warned. They even specifically told the CS team that renewal metrics would not be held against them, as it is clear that the sales process is typically what leads to a bad fit customer, who is sold on unrealistic expectations. Instead of taking responsibility for their failures, leadership chose to publicly blame the affected employees, which left a sour taste in the team’s mouth just days before our morale-building retreat. 5. Though Victorious was once an exciting place to work, the company’s culture now feels hollow and disengaged. Employee morale has plummeted to an all-time low, with a growing number of employees actively seeking new opportunities. Leadership’s indifference to these issues only deepens the dysfunction.

1. The company's employees are definitely its foundation. Victorious attracts bright, skilled, and supportive individuals who genuinely care about their work and each other. The fact that many employees have gone on to succeed elsewhere really speaks to the high caliber of talent the company draws. 2. While I would not categorize Victorious as the "best place to work," the company has earned multiple industry accolades that bolster its credibility and may enhance your resume in the SEO/digital marketing industry. 3. In my first year with the company, they displayed a supportive work environment where employees truly felt heard and valued. Although the culture has since changed, there is still much opportunity with all the loyal employees holding on to what was, in hopes of it returning.

1. Victorious was once a great place to work that honestly seemed too good to be true. However, the company's toxic leadership and lack of transparency have significantly chipped away at its culture, leaving nothing but a crumbly foundation. The severe lack of transparency and the focus on profits have eliminated the employee morale that once stood strong. If you're seeking growth opportunities, transparency, and a healthy work-life balance, I highly encourage you to look elsewhere. There is a reason the turnover rate is so high here. 2. The management team seems to avoid transparency at all costs. Major decisions are often made in secrecy, with little explanation or communication to the broader team. The company's small size amplifies the impact of these communication breakdowns, leaving many employees feeling out of the loop. 3. The company seems to be operating in survival mode with no clear desire to focus on quality accounts. Instead, they seem to be more focused on immediate profits, which has led to more campaigns requesting shorter terms with unrealistic goals or requesting to terminate campaigns early for lack of results. 4. The company’s approach to addressing leadership failures has led to recent layoffs. They decided to lay off one-third of the customer success team just a couple of days before our company retreat. They made it seem like this was solely the fault of the customer success team when no one was coached or warned. They even specifically told the CS team that renewal metrics would not be held against them, as it is clear that the sales process is typically what leads to a bad fit customer, who is sold on unrealistic expectations. Instead of taking responsibility for their failures, leadership chose to publicly blame the affected employees, which left a sour taste in the team’s mouth just days before our morale-building retreat. 5. Though Victorious was once an exciting place to work, the company’s culture now feels hollow and disengaged. Employee morale has plummeted to an all-time low, with a growing number of employees actively seeking new opportunities. Leadership’s indifference to these issues only deepens the dysfunction.

Your colleagues will be the best individuals you will ever meet! There are good company benefits. Remote first environment.

The biggest issue at Victorious stems from leadership. However, having worked closely with almost every department, I can confidently say that issues exist across nearly all teams—but they are all fixable. Recently, Victorious laid off one-third of the Customer Success department, including many top performers, just a week before a company retreat. This was not only a significant blow to the department but also a major morale killer for the entire company. Leadership failed to handle the layoffs professionally, deactivating computers and accounts before even speaking to the individuals affected. In many cases, employees—some of whom had been with the company for over three years—were let go via phone calls rather than being given the courtesy of a face-to-face conversation. Company Culture: At this point, it’s nearly nonexistent. In 2021 and 2022, there was a genuine effort to foster company culture through weekly stand-ups, Friday update emails with fun trivia questions, and dedicated Slack channels for special interests. However, in 2023, stand-ups gradually decreased from weekly to biweekly, then to monthly, quarterly, and eventually to almost never. These meetings, even when company updates were minimal, provided a crucial opportunity for employees to connect with colleagues from different departments, fostering a sense of community and appreciation. Each stand-up concluded with a round of praise, a simple but valuable morale booster. Unfortunately, leadership didn’t seem to see the value in this. Concerns about culture and morale had been raised before, but no changes were made. Sales Methodology: This is one of the company’s biggest areas for improvement. While the sales team excels at closing deals, they often bring in customers who have little opportunity for SEO success. The department has an extremely high turnover rate, which suggests a clear lack of valuable training. It’s expected that individuals may miss the mark occasionally, but when an entire department struggles to close effective sales, the issue goes beyond individual performance—it points to failures in training, lead quality, the product itself, or a combination of all three. This ultimately falls on leadership, not the employees. SEO: This team is responsible for a significant portion of customer turnover, but none of this is properly tracked. Instead, blame is routinely placed on Customer Success Managers. Leadership in this department consistently fails to meet promises and deadlines, leaving both customers and CSMs to deal with the fallout. Team members frequently ask for guidance but receive little to no support. They are often left in the dark about company changes or updates, creating further confusion. The workload for this team is unmanageable, which results in ongoing quality issues. While there have been skilled SEOs at the company, they often burn out within a year and begin looking for opportunities elsewhere. Leadership: Leadership consistently shifts blame onto employees who are no longer at the company rather than taking accountability for poor decision-making. It’s evident that Victorious lacks a strategic plan, frequently pivoting from one failed initiative to the next within a matter of months. When staff struggle to keep up with these abrupt changes, they are dismissed as “lacking common sense” rather than given the necessary support and direction. Instead of building upon what works and refining processes, leadership continues to implement reactive, short-sighted changes that ultimately harm the company.

First two weeks of employement were amazing and very supporting.

Terrible leadership, no backbone support, no culture.

Some genuinely talented, kind, and capable people Opportunity to make a few strong professional connections Helped clarify the type of culture and leadership style where I do my best work Gained new skills in various software and tools

Leadership emphasized collaboration and progress in theory, but execution often lacked clarity and follow-through Heavy use of buzzwords with limited action behind them Culture was jaded, with too much focus on immaterial details rather than meaningful work Lacked alignment on expectations, leadership approach, and execution style in role Early red flags during the interview process that became clearer over time

- Some of the hardest working and wonderful people I've had the pleasure of working with - Unlimited PTO - Remote flexibility - Decent benefits (healthcare, vision, dental, life insurance, 401(k))

When I joined in 2021, this company was everything it claimed to be. The culture was strong, and leadership made a conscious effort to uphold its core values: People First, Process Perfection, Empower One Another, and Radical Integrity. It felt like a place where you could grow, be heard, feel supported, and genuinely make an impact. Unfortunately, something changed around 2023. The executive team abandoned these values in favor of profit and optics. People First became profits first. Radical Integrity was replaced with empty promises and performative leadership. Decisions are now made in the dark with no input from the people who will actually be impacted by them, and the once-thriving culture has eroded into a toxic environment of fear, burnout, and disillusionment. If you've read any of the recent reviews, you'll know that a third of the Customer Success department was laid off suddenly and without any warning. As one of those individuals, I want it to be known to whoever reads this review that it was done in the most cold, callous, and insensitive manner I could ever imagine. Executive leadership has truly adopted the mindset of a faceless corporation and speaks in only marketing terms to distract you from the fact that they've lost their long-term plan and are floundering to stay afloat. Whatever perks or shiny benefits catch your eye, or promises of a healthy work culture you might see, understand that they are nothing more than golden handcuffs. If you join, be prepared for the hardship and frustration that will go along with the benefits. The company you think you're signing up for no longer exists.

The individual contributors are incredibly smart, hardworking, and collaborative. People at the lower level care deeply about the quality of their work and about supporting one another. The team culture among peers is one of the few bright spots left. Also, thanks for the blanket instead of the bonus I was promised when I was hired, I guess.

Leadership is deeply dysfunctional and, at times, actively harmful. Directors and above frequently gossip about their own team members—sometimes even in cross-functional meetings—in an effort to shift blame and make themselves look better. A lot of the “feedback” handed down is driven more by ego than by any genuine intent to support or grow people. High performers are burning out while leadership’s friends are allowed to coast. Escalations about workload, boundaries, or broken processes are met with spin or silence—definitely not with support. There’s no transparency, no accountability, and no meaningful path forward. When I was hired, I was promised a bonus as part of my compensation package. That never materialized—and instead of communication or follow-through, we were given branded blankets. It’s a small thing, but symbolic of a much bigger issue: leadership’s tendency to make promises they have no intention of keeping. The company has become nearly unrecognizable in just six months. I used to be one of its biggest supporters and felt genuinely proud to work here. Now, like many others, I’m here for the paycheck while looking for something healthier and more stable. Layoffs have been handled poorly and dishonestly, with leadership changing the narrative depending on the audience. Some of the justifications given are so shaky they feel borderline actionable. Trust has been broken, and the company culture has become one of fear and damage control. Customers aren’t being prioritized either. New business has slowed down, and there aren’t enough resources to support existing customers properly—because ICs are too overwhelmed. It feels like we’re overpromising, underdelivering, and then acting shocked when customers churn.

I met some wonderful people at this job. Most no longer work here. My knowledge of SEO grew during my tenure.

Don’t make the same mistake I did. I bought into it but you don’t have to do so. Granted, there is something about this company that draws you in. They are very skilled at hiring great people—to a certain degree. (Some have a bully mentality that is rewarded rather than penalized.) For the most part, though, it’s easy to start drinking the kool-aid. Great, right? Not by a long shot. They take that interest, that investment, and use it to their advantage. Going above and beyond was looked at as the standard. It was considered normal to have a consistent 50+ hour work week but still get feedback that more needs to be done. I sacrificed my own mental health, time with my family, and my moral code to try to feed the Victorious beast. In the end, I was unceremoniously let go and any dignity that could’ve been derived from the situation was taken from me. It was an abrupt, brutal end and it reeked of callousness—not a caring culture invested in their people. Drink the kool-aid if you must. Just realize there is a stark difference between the people you work with everyday and the leadership steering this company. Be aware of turnover. It’s a lot for a reason! Leadership is disconnected from the day to day aspects of the company they are supposed to be leading. They do not listen to feedback. They may act like they value you but it’s a mythical feeling that can be taken away on a whim. Meeting expectations is impossible when they change without warning or discussion. Many people have been let go over the last six months or so. No one will say layoff but come on. Call a spade a spade. Leadership should do better. Somewhere along the way they lost their heart. I don’t recognize this company as it is a shadow of its former self. Save yourself the heartache and sacrifice. Don’t work here.

Talented colleagues, industry recognition & a glimmer of culture. No Shortage of Talented People — The company’s greatest asset is its people. It attracts brilliant, kind, and supportive individuals who genuinely care about their work and each other. Many have gone on to thrive elsewhere, proving the strength of the talent pool. Industry Recognition — While certainly not the best place to work, its multiple industry awards enhance credibility and can strengthen your resume. Culture is Fading, But Not Gone — At its peak in 2020 and 2021, the company was growing and fostered a vibrant and engaging culture where employees felt valued and supported. Unfortunately, that culture has all but disappeared.

Poor leadership, secrecy & profit-first priorities have gutted the culture. This company was once a great place to work, but its toxic leadership, lack of transparency, and short-term thinking have eroded its foundation. If you’re looking for career growth, clear communication, and a people-first culture, look elsewhere. Until leadership changes at the top, dysfunction will continue to drive away its best talent. Lack of Transparency & Communication — The executive team makes major decisions behind closed doors, offering little explanation. Transparency has steadily eroded as power consolidates at the top, resulting in repeated missteps with no accountability. For such a small company, the lack of clear communication is staggering. Loss of Vision & Purpose — The company has shifted into survival mode, lacking direction and long-term strategy. Leadership prioritizes profitability above all else, contradicting its “people-first” values. Many employees feel disconnected, questioning whether the company is positioning itself for an acquisition rather than meaningful growth. Toxic Leadership & Failing Upwards — Instead of rewarding competence and results, leadership promotes tenure and loyalty over actual performance. Executives deflect blame, avoid accountability, and repeat the same mistakes without meaningful change. The CEO once championed Good to Great as a guiding philosophy, yet in practice, leadership ignores its core principles—avoiding “the brutal facts” and blaming others instead of taking responsibility. Mishandling Layoffs & Terminations — Leadership has repeatedly demonstrated a lack of respect and professionalism in handling layoffs. In 2025, one-third of the CS team was abruptly let go without warning. The year prior, half of the Product team was laid off. In both instances, rather than acknowledging their own role in these decisions, leadership publicly blamed the departing employees for poor performance, leaving the entire company stunned. Eroding Employee Experience — Once an exciting place to work, the company culture now feels soulless and disconnected. Engagement has plummeted, Slack channels that once thrived are now silent, and leadership makes no effort to rebuild morale. Career growth has stalled, with top talent actively job-hunting while leadership remains in denial about the dysfunction.