I joined SuperFile to lead strategic systems work — modernizing infrastructure, deploying identity and device management, and scaling technical operations. I presented a clear roadmap to the leadership team, including the CTO and VP of Engineering. The CEO attended and enthusiastically endorsed the plan, saying, “Yes! That’s exactly what we need.”
But once I began to attempt executing that plan, I was systematically denied the access required to do the job. I raised this through all proper channels. Weeks passed with no progress. Eventually, in a meeting with the entire IT team, the CEO stated: “I will never give anyone that level of access.” This made essential work impossible. Vendor sessions were canceled. Strategic plans stalled. Despite being hired for a senior, trusted role, I was reduced to “walking” others through complex technical changes — with no tools, no permissions, and no viable path forward.
After I left, SuperFile contested my unemployment claim and accused me of “misconduct,” alleging I had refused to perform my job — when in truth, I had been explicitly prevented from doing it.
The broader culture is defined by centralized control and a lack of trust — even in experienced, senior staff. The CEO personally controls nearly everything: software approvals, vendor contracts, access rights, PTO requests, and even small changes to employee schedules. Senior leaders are regularly undermined or left waiting indefinitely for approvals.
I witnessed emotional outbursts, unpredictable behavior, and a revolving door of employees. Some were let go abruptly after raising concerns. One senior leader was fired after the CEO discovered they were interviewing elsewhere. Others were berated publicly or brought to tears by the CEO’s conduct.
I was never shown a functional demonstration of SuperFile’s core product. Multiple former employees expressed doubts about its architecture and security model — including concerns that it encodes documents as video files to exploit DRM loopholes, and that it is fundamentally insecure. I cannot independently verify these claims, but I believe they deserve serious scrutiny by any prospective employee, investor, or partner.
