CreateFuture reviews about "salary"

May need to increase salaries to maintain and attract top talent to support the companies ambitions

One of their core values is "we care", but... they actually don't. Employees who are going through hardships such as mental health issues are completely ignored. People problems that have easy solutions aren't being tackled because they don't think it translates into more money for the business. Salaries have stagnated and aren't competitive anymore, due to the company not having increased them to match the market. If you're lucky enough to get a good offer, expect to have to pick up the slack from unmotivated people, and from people leaving at short notice and not being replaced.

- Until the AND Digital upper management sickness managed to affect this company as well - If you're a senior and work here then you're career is over. If you want access to management roles it's probably better to look elsewhere as it'll take forever here. - Salaries have not changed for years. Not even inflation adjusted. If you plan to join the company make sure to consider that and ask more than you were thinking to ask - Company is now starting to mandate pointless certifications. Something tells me that a big gate for performance reviews and possible termination on those grounds has just be opened - People first, not really - Transparency in the company is gone. People used to actively participate to company meeting but now they're just recorded videos that employees can watch if they want. One can't comment or raise any question during these calls now and that says a lot. - Junior and Mid level on fast track to seniority but lacking software fundamental principles. You can imagine then what kind of job more senior engineers need to do when working on these kind of teams. Regardless, once seniority is reached for the most part of them that's the end of the road anyways - Promotions are difficult to achieve, overcomplicated (often backed by negative feedback that even the person who has given one cannot prove it) and for a very valid reason: promote as less as possible and discourage everyone to even think of asking for one - The feedback process is a big huge disaster. For the staff obviously, not the company. People in charge just come up with random negative feedback that exist only in their heads - Client work is becoming overwhelming. Am I the only one here working extra hours just to make sure to stay on top of things?

Overloading staff with work Paying pennies but expecting you to make diamonds Forcing out good people and replacing with unqualified mates of the latest new exec or offshore staff who haven't been vetted properly

Slowly becoming AND digital. Losing it's sparkle that it previously had. Below inflation / no salary increases over past 3 years. Despite charge-out rates going up. Poor leadership with no diversity of thought. Used to be a people-first business, is now a profit-first business. Goal to increase headcount, but at the cost of less talented people. Retention efforts are poor. Pressurised clients and over-allocation.

Sense of community has notibably fallen off from what it was 12 months ago. Restructuring has not been great for mood

I used to love working here, but there have been so many changes in the past year or two. It doesn't feel like a place where it's possible to progress any more. You get told a promotion will be coming soon and there's nothing more you need to do, but it doesn't happen after months of waiting. Comms from senior leadership are poorly thought out, which is especially a problem when they're communicating negative changes such as redundancies and cancelling the end of year pay rise. This used to be a company that really stood out for its people-first culture but senior leadership have abandoned those values.

Unfortunately this company has no structure. When they do try to implement some theoretical structure, they end up losing their best working people. Unfortunately this company is not for people in senior engineering roles. Principal, Lead, Senior engineers end up doing junior roles just because they need to make a profit, everyone is just a number. They have graduate and junior engineers but they have it very nice, meetings, catchups, certifications but not much work done in projects. They should be learning by doing hands on coding like every other engineer when they were in junior roles in the past. There is a constant impression in the company that they think they are experts in every industry and can help “existing or new clients” deliver the impossible. But when the time comes to deliver the thing, conflict starts with the clients (budgets, deadlines etc) It has been noticed that a lot of people that used to work at AND digital have gone there and running the show, some of them very ignorant/rude so be alert, and keep your head down, stay away from trouble. Many times they could have made more money by using the right people to the right roles in client projects, but unfortunately because there is no structure they can’t monitor this, it’s just chaos. The company is currently going through a restructure, so all engineers that started while they were called xDesign will be gone, then new wave is coming. Be aware of none productive people since they are doing aggressive hiring, so big chance they will gather random people in. If you are in the company, don’t expect to get promoted, a salary increase or sometimes even the inflation pay (you have to prove yourself for this) Lastly I would like to mention that they are advertised as People first, but they are not, get ready for overtime with out a doubt. Don’t complain though, they will come back to you and say “we have not asked you to do overtime”, and you are trying your best to keep the company’s image best to the client while trying to make those false promises come true.

Pathetic Compensation and Insulting 'Bonuses': The salary is shockingly low. To add insult to injury, instead of providing real, much-needed raises, management offers a ridiculously small "bonus" that barely covers a night out. It feels like a deliberate strategy to keep costs down while pretending to reward loyalty. Stagnant Career Progression: Genuine development opportunities are non-existent unless you are part of the inner circle of managers. If you are not a favorite, expect to be overlooked for exciting projects, promotions, and real chances for upskilling, regardless of your performance or tenure. This blatant favoritism creates an incredibly demotivating environment. Management Disconnect: Leadership seems completely out of touch with the reality of day-to-day operations and employee satisfaction.