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      GLEAC

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      GLEAC Reviews

      4.1

      80% would recommend to a friend

      (43 total reviews)

      79% positive business outlook

      Ratings by category

      4.4

      Diversity and inclusion

      4.3

      Career opportunities

      4.2

      Work/Life balance

      4.1

      Culture and values

      4.0

      Senior management

      4.0

      Compensation and benefits

      GLEAC has an employee rating of 4.1 out of 5 stars, based on 43 company reviews on Glassdoor which indicates that most employees have an excellent working experience there. The GLEAC employee rating is in line with the average (within 1 standard deviation) for employers within the Education industry (3.7 stars).

      Reviews by job title

      43 reviews
      1.0
      10 Nov 2022

      Unsafe, toxic environment

      Consultant
      Recommend
      CEO approval
      Business outlook

      Pros

      None- cannot think of anything

      Cons

      The product is ok, there is no business model. High attrition rate and the CEO says the organisation is not for everyone but only for people who can work in a fast paced environment. But that isn't true. The organisation is only for people who can say Yes to the CEO. There are no clients for the product and non-existent sales team, the CEO goes behind whatever is in trend and it feels like a scam. Red flag 1- No onboarding or structure to the organisation, and this isn't a place born yesterday. Any new employee is expected to turn around their non-existent business model from day 0. No expectation setting but one is expected to read the CEOs mind and work? Everything goes according to her whims and fancy if one doesn't comply, they are deemed inefficient. Red flag 2- Number of women who quit is very high. The CEO parades this and vocally says that women don't thrive in her organorganization! Without an ounce of reflection. The tech team has only men and that too South Asian (India and Pak only) and they do not have to work closely with the founder+ they are not too committed or passionate so they manage. But other departments which are predominantly women work closely with the CEO and it is impossible to "thrive"because she is always micromanaging and bullying. It shows that women are smarter and are aware to step aside from toxic workplaces. Red flag 3- this place is unsafe. There are coaching sessions and team sessions with a "coach" in which case studies are discussed but these aren't fictional but are stories of actual employees and what the CEO thinks as misgivings of that employee. These are discussed as case studies with names changed. It is trauma inducing and makes one feel psychologically unsafe. And also a high violation of privacy because the "coach" to whom one says things in confidence basically broadcasts everything to the founder, this is just another way to micromanage people and in the most inhuman way. The office chat channel is a place for CEO to constantly bully, give feedback in public forums and throw tantrums. Many reviews here would attest this. If one doesn't say yes or sing praises, they don't have a place. 70% of time will go in managing CEO tantrums or internal politics and it is draining. But this is projected as inefficiency of employees. The CEO is always talking about feedback and says nothing is personal but cannot take any feedback. The founder is also casually racist and says stuff like Indians do not know English grammar but talks about being inclusive. Each employee especially women are treated like a project that needs fixing and it breaks their confidence but it is considered weak and as a matter of pride that women can't thrive at Gleac. They also do not pay salaries on time, this again is a red flag. The founder talks about the sacrifices they do to run the company and employees are made to feel guilty for asking what they deserve, this is very toxic. Please do your research before taking up a role and talk to ex employees especially women, for each one has a horrendous story to narrate.

      avatar
      GLEAC Response
      3y
      We began consciously this year hiring mid-level women in career transitions ( for some we are their 3rd job in 10 months since they cannot find their pace and place) paying them equally to male qualified counterparts and monthly salaries more than they have ever made in their entire careers. We gave 3 months of personal coaching to help build their confidence and deal with personal issues that surfaced immediately, close mentoring from the founder and access to her inner networks, and also mentoring with industry experts from the mentor community to champion their success. We removed all metrics the first 3 months to ensure we upskilled them just enough to fit into the job and release any identities from other lives to match to the opportunity afforded to them. It's interesting to see their first 3 months public rave reviews about the opportunities, learning and networks afforded to them. Then when the novelty of all the excess attention shifted to a focus now on performance to meet the metrics they signed off on for the job just as the male employees, the founder, the coaches, the management and the mentors all seem to be in conspiracy against them and they became the victims. Clearly we failed at this truly intentional goodfaith attempt to empower women. And as such hiring practices moving forward will need to change for female career shifters who do not have the skills at the forefront for the job. All being said and despite the personal attacks on the Founder who took their development and success personally and as such the anger expressed is towards her for not being part of her inner circle any longer, we and she do not regret for one second giving these women a chance to thrive even though we failed at it. For all the women, final performance reviews all happened the month of March and November with the understanding changes being made to roles and responsibilities will be made to now match actual skills as as such the backlash . It was not received well back earlier this year and again we have it again with the women running away and quitting the job the week or two before the formal reviews and us finding their backlash here. It's a pattern we cannot ignore. We are doing something wrong for sure.
      1.0
      10 Nov 2022

      Unsafe work environment

      Anonymous employee
      Recommend
      CEO approval
      Business outlook

      Pros

      None, that I can think of.

      Cons

      It is a scary work environment and makes employees feel unsafe. The product is there but I do not know anyone using or benefitting or opportunities to scale. The founder goes behind whatever is in trend and it feels like a scam. Everything is done to the founder's whims and fancy, if one doesn't listen to that they are deemed low performing and bullied. Red flag1- They organise personal development or team development courses with external trainers but these exercises are very scary. Because they write case studies but actually these are real life scenarios which are about the employees! This place is cruel and brutal to anyone who isn't saying yes to the founder. She is a bully and many reviews here would attest this. There is no employee onboarding and you are expected to turn around their non-existent business from day 0. Biggest red flag- The number of women who quit so often also shows that the founder is very toxic specifically towards them and she parades how her boys "thrive" because men are in tech capacity and do not work closely with her. Which "feminist" says this aloud? "Women don't thrive in my organization" that is because the environment is psychological unsafe and I am glad women decide to move away from something so harmful. The founder is also casually racist and comments about how some people (Indians) do not care about grammar. The work chat is her continuously bullying, micromanaging people and demeaning them in the name of feedback, it is also done in public forums. The founder treats employees like a "project" that needs fixing or saving and how she is sacrificing so much to run a company, I don't know aren't founders supposed to bring in funding? That is their job and not a sacrifice, micromanaging, gossiping, making people feel worthless is what is happening here and not "fast paced" growth as the organisation claims to be. Please do your research before taking up a role, try and talk to ex employees, esp women for each and everyone has a horrific experience to narrate. They also do not pay on time, which has been mentioned here as well a few times.

      avatar
      GLEAC Response
      3y
      We began consciously this year hiring mid-level women in career transitions ( for some we are their 3rd job in 10 months since they cannot find their pace and place as they re-define their identity) . We pay them equally to male qualified counterparts and their monthly salaries are more than they have ever made in their entire careers. We give 3 months of personal coaching to help build their confidence ( often tied to deep personal issues that surface immediately), close mentoring from the founder and access to her inner networks, and also sector specific mentoring with industry experts from the mentor community to champion their success. We remove all metrics the first 3 months to ensure we upskilled them just enough to fit the requirements of the job. It's interesting to see their first 3 months public rave reviews about the opportunities, learning and networks afforded to them. Then when the novelty of all the excess attention shifted to a focus now on performance to meet the metrics they signed off on for the job just as the male employees..... the founder, the coaches, the management and the mentors all seem to be in conspiracy against them and they fell back into a victim mentality. Clearly we failed at this truly intentional good-faith attempt to empower women. And as such hiring practices moving forward will need to change for female career shifters who do not have the skills at the forefront for the job they are applying for. Despite the personal attacks on the Founder who took each one under her wing to ensure they thrived, she does not regret for one second giving these women second chances. It was very difficult for all of them being removed from her inner circles and networks to now focus on performance as the rest of the team. Final performance reviews all happened the month of March and November with the understanding changes would be made to roles and responsibilities to ensure there was no discrimination against the other employees who are all performing. You will notice lots of compliments of the team . The feedback was not received well with the women running away and quitting the job the week or two before the formal reviews and us finding their backlash "fight words" here. It's a pattern we cannot ignore. We are doing something wrong for sure with these women. We wish them well on their journeys.
      1.0
      10 Oct 2023

      A CEO to Avoid: A Toxic Mix of Arrogance, Bullying, and Technical Ineptitude

      Software developer
      Recommend
      CEO approval
      Business outlook

      Pros

      Great to build connections but not for career

      Cons

      In my professional career, I have had the opportunity to work under various leaders, some inspiring, some forgettable, and some, unfortunately, best described as cautionary tales. Without a doubt, the CEO I recently encountered falls into the last category. This individual's poor attitude, bullying tendencies, and glaring lack of technical knowledge make them a prime example of what not to be in a leadership role. One of the most striking characteristics of this CEO is their consistently bad attitude. It seems as though they wake up every morning determined to make the workplace as miserable as possible. There is a perpetual air of arrogance and condescension surrounding them, which fosters an environment of fear and apprehension among employees. Open communication and constructive feedback are foreign concepts to this CEO, as they prefer to wield their authority as a means of suppressing dissent and maintaining control. Bullying behavior is another unfortunate hallmark of this CEO's leadership style. They appear to derive pleasure from humiliating and belittling their subordinates. It's not uncommon to witness public berating and derogatory comments in team meetings, which erode employee morale and hinder productivity. The toxic work environment created by such behavior is detrimental to both the mental well-being and the professional growth of the workforce. Perhaps most concerning of all is the CEO's glaring lack of technical knowledge, which is shocking given their leadership role in a tech-centric company. They often make hasty decisions without a solid understanding of the technical aspects of the business, resulting in costly mistakes and misdirection. Their inability to grasp the intricacies of the industry they lead not only hinders the organization's growth but also erodes confidence in their leadership abilities. In conclusion, this CEO is a nightmare for employees and a liability to the company. Their bad attitude, bullying tendencies, and lack of technical knowledge create a poisonous cocktail of poor leadership. Working under such conditions is demoralizing and counterproductive. It serves as a stark reminder that leadership should be built on respect, integrity, and a sound understanding of the industry. Hopefully, the organization can recognize the damage being done and take the necessary steps to rectify the situation by either providing the CEO with the guidance they need or seeking a more suitable leader to navigate the company through its challenges.

      avatar
      GLEAC Response
      2y
      This employee even though unemployed by us for 2 years still lists his profile as our Tech Lead. He needs to move on. We get a negative review on here like clockwork every time HR notifies him he is not working at Gleac and to remove that he is the Tech Lead from his profile. Wishing him all the best.
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      Glassdoor has 62 GLEAC reviews submitted anonymously by GLEAC employees. Read employee reviews and ratings on Glassdoor to decide if GLEAC is right for you.