2X reviews about "salary"

I joined StraightArrow Corporation prior to its full acquisition by 2X. During the earlier period, company culture was one of its strongest assets — communication was open, client feedback was valued, and growth opportunities felt transparent. After the acquisition was finalized, I personally experienced significant changes in culture and structure. There appeared to be large-scale hiring followed by periods where employees were underutilized, which eventually led to layoffs. From my perspective, workforce planning and client acquisition efforts did not seem aligned, creating instability within teams. I also observed increasing tension between regional teams, particularly between Kuala Lumpur and Manila, which affected collaboration and morale. Concerns around favoritism in promotions and performance evaluations became common discussions among employees. Some high-performing team members were categorized as low performers without what felt like clear or consistent justification, impacting trust in leadership decisions. Career progression felt less transparent compared to the earlier structure. Merit increases and promotions appeared inconsistent, and communication around advancement criteria was limited. Cost-cutting measures were noticeable in employee-facing initiatives. While some company events were still organized, they felt scaled down compared to previous years. Benefits and perks that were once offered to employees outside Luzon were no longer available. Work-life balance was also a challenge. Overtime work was common, particularly when managing client expectations, and clearer boundaries might have helped reduce burnout. Overall, the environment shifted from one that felt collaborative and growth-oriented to one that felt uncertain and high-pressure. For me personally, the stress outweighed the compensation. Footnote: This was rewritten since my previous attempts were being removed.

No bonus. Employees are required to go through multiple performance reviews, but only one is tied to salary adjustment, which can feel discouraging given the effort involved.

Low Salary Increase No Career Growth

Most of the management and middle management have no boundaries between work and personal life. They message you after working hours, late night, even weekends asking about work. Very stressful when manager behave like this every week. Feels like expect you to always be online. We have life too. If you looking for work life balance, this is not the company for you. HR also cannot pakai because this culture already become normal in 2X. Feels like USA company but with China overwork mentality. A lot of people are leaving the company. Because of this, the remaining staff now need to do double or triple work. You need to handle your own projects, take over resigned people work/problems, guide new joiners and also answer managers after office hours. The stress level is really not worth it because salary is not high also. Favoritism is also very obvious here. Don't care you hardworking or talented. The people close to manager always get better opportunities and guidance. Managers will spend more time teaching and supporting their favorite staff while others are left alone without direction. Career growth becomes very difficult if you are not part of the “selected group”.

Where do I even begin? “Hybrid Flexibility” doesn’t quite extend to your evenings, where 3–4 nights a week are often reserved for client calls. Turns out being client-facing is just a nicer way of saying your personal time is now a shared resource. Moving on to bonuses...or the lack thereof. In 2025, multiple emails were sent by leadership outlining exactly how to qualify. Many of us followed those instructions diligently… only to be rewarded with absolutely nothing. Meanwhile, a select few mysteriously received bonuses and were politely asked to “be discreet.” Adorable. Unfortunately, offices are not known for their ability to keep secrets, so yes, we all know. Salary increments are another exciting game of chance. 1%? 3%? 10%? Spin the wheel and find out. Negotiation isn’t part of the experience, regardless of performance. In fact, decisions appear to be made well before your performance review, which is ironic, considering those reviews are often delayed for months… or conveniently forgotten altogether in certain departments. Company's direction has also taken an interesting turn, with a rather “top-down, no-questions-please” approach from the US. There was even a memorable moment when someone of high position allegedly expressed regret about hiring an entire core team. While this was later denied, it’s hard to unsee something once it’s already made the rounds. Extreme ownership, who? And finally, my personal favourite: the attempt to discourage employees from sharing feedback on Glassdoor. We were advised to raise concerns internally instead. A fair suggestion in theory , except when there are already 370+ reviews publicly highlighting the same issues, many of which have been acknowledged… and yet remain unchanged. So naturally, the solution is to make feedback less visible. Brilliant strategy.

- A company that is suitable for fresh grad to gain experience. - Low pay for the position. - lots of good management has left. - Leaders lack of direction and strategy to grow the team - Plateau learning and growth for long term

Too many to talk about They are in the business of acquiring companies to burn to the ground and destroy the acquired companies reputation Extremely toxic environment They do not care about customers, they set unrealistic sales goals then fire the sales reps hence the high turnover They are all about hiring South eastern employees at disposable low wages to replace staff in American companies They fake camaraderie at all hands meetings they insist on having that no one wants to attend but are forced to You will regret accepting an offer within the first week No principles whatsoever Everyone puts on a smiling masks Don’t take my word, do your own research Question why the CEO has a 2.8 ratings

SEA office needs better appreciation as we are the ones bringing in revenue. Upper management is hell because they genuinely do not know what they are doing. Career progression? Say goodbye to that. Changes happen so often that you feel like you are wasting time honing your skills at some point. Increments are also a joke, as it is not transparent in the slightest in recent years. They are trying to fix it, I commend them for that, but it is too late, as morale is down the drain. Also you need to know who to buddy with because everything about your job depends on that. Increment? Approval from "certain" people. Promotion? Approval from "certain" people. Career growth? Approval from "certain" people.