Pros
Salary is good. The people are ok despite high pressure to deliver.
Cons
Leadership often makes decisions based on trends rather than long-term strategy. They tend to change direction quickly, sometimes falling into sunk cost fallacy—pushing teams to deliver features that ultimately see no customer adoption despite significant effort. Frequent structural changes have led to job losses. For a company that’s been around for a while, the decisions often feel reactive and short-sighted. Raising concerns is discouraged. While they say they want people to “be part of the solution,” voicing dissenting opinions is often met with pushback or dismissal, leaving employees feeling silenced rather than empowered. Salary increases are minimal and slow. There’s no distinction between those who go the extra mile and those who just do the minimum—raises barely keep up with inflation. Job security is uncertain. Leadership has made it clear that “what the business needs, the business gets.” Even high performers are at risk if they fall out of favor. They claim to value feedback, yet employees who were let go were often blindsided—told only on their last day that their role has become redundant.
