Mediocre quality of tech assets, management and career growth - Staff Software Engineer Coda Employee Review

The Bangkok office has a small and constrained working environment. Despite being inaugurated in late 2025, basic ergonomic options such as standing desks are not available. Desk capacity is insufficient to accommodate all Bangkok-based employees if they choose to work from the office at the same time. Performance evaluation criteria are unclear and can feel inconsistent or biased, making it difficult for employees to understand how they are assessed. Some managers appear to lack sufficient ownership and accountability over projects and repositories their teams contribute to, which impacts clarity of direction and responsibility. The company uses automated code quality and pull request (PR) checks, but expectations around these tools are not well-aligned. Developers may be blocked by automated rules that managers do not fully understand, requiring changes outside the assigned task scope. This can later lead to criticism for expanding PR scope, despite those changes being required to pass checks. Peer code review culture is weak. PRs may be blocked without clear, actionable feedback, leaving developers uncertain about what needs to be addressed and reducing opportunities for learning and collaboration. Efforts by developers to improve overall code quality may feel unrecognized and can sometimes be discouraged, particularly when changes affect legacy code. New hires may be asked to change teams during their probation period, often without sufficient consideration of the impact on onboarding, productivity, learning curve, work-life balance, or performance expectations.