There are notable challenges that prospective employees should be aware of:
Leadership structure is highly top-heavy, creating significant inequities between executives and junior staff. Promotions and recognition often appear to be driven by favoritism rather than merit, and while the company claims to support work-life balance, overtime and weekend work are frequently expected. Junior employees are held to high standards of accountability for mistakes, while leadership is often excused from similar expectations.
There is also a lack of a clear competency framework, which has resulted in unqualified individuals being placed in leadership roles. Senior leadership frequently relies on junior employees to handle basic tasks, exposing gaps in expertise at the top. High turnover is a recurring issue, with employees being terminated without notice and new hires brought in arbitrarily. Leadership often avoids accountability, and operations staff are repeatedly hired and fired without clear reasoning.
Another significant concern is the absence of an HR department, leaving employees without a safe or structured avenue to voice concerns or seek support. This, combined with constantly shifting team structures and compensation models, contributes to an ongoing sense of instability. While the company outwardly promotes a culture of “support” and “collaboration,” the internal experience often feels inconsistent with these values. Additionally, there have been instances of mishandling candidate and client relationships, which raises ethical concerns and impacts the company’s reputation.
For those considering a role here, it’s worth approaching with caution and asking thoughtful questions about leadership expectations, team dynamics, and long-term stability. Understanding these dynamics beforehand can help ensure that the opportunity aligns with your professional goals.
