A Masterclass in Keeping Expectations Low - Anonymous employee 2X Employee Review

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.