Brighte Reviews

Communication and transparency from leadership can sometimes feel inconsistent, with concerns or feedback occasionally being brushed off rather than properly addressed. Recognition can also be lacking, as the people doing the actual groundwork are not always the ones acknowledged for results or successes. There is also a noticeable culture among some offshore and team managers of prioritizing optics and maintaining favor with CEOs or department heads instead of advocating for their teams and addressing operational realities on the ground.

There’s a lot contributing to the current sentiment within the business. There appears to be an inherent distrust among staff toward leadership, primarily driven by frequent redundancies and restructures. This becomes apparent very quickly after joining Brighte, with many employees feeling uncertain about future direction changes and effectively operating with an “exit plan” in mind. Projects are also frequently deprioritised or dropped altogether due to constantly shifting priorities. As a result, the business is perceived as highly reactive rather than proactive, which creates instability and makes it difficult for teams to maintain momentum or long-term focus. The company is operating extremely lean from a staffing perspective. When someone leaves, there is often little to no coverage available, resulting in remaining staff having to absorb the responsibilities of multiple roles. Compensation is another recurring concern. Salaries are perceived as below market rates, bonuses are effectively non-existent, and salary reviews are often viewed as underwhelming relative to workload and expectations. The CEO really has no idea what’s going on and is seen as a puppet, propped up by her leadership team.