Broken promises, poor leadership, and declining employee trust - Senior Software Engineer Constantinople Employee Review

Weak higher management with poor transparency and inconsistent decision-making. 2. Employees joined as EORs under Deel and were explicitly told that ESOPs would be granted on top of their existing compensation. In 2026, when the company finally announced the ESOP plan along with plans to create an Indian entity, employees were informed that only 30% of the annual cash bonus would remain in cash, while the remaining 70% would be converted into ESOPs vesting over four years. Instead of rewarding employees with additional equity as promised, management chose to replace existing cash compensation with ESOPs, breaking employee trust in the process. Employees are pushed relentlessly to deliver for new clients, but the company does little to share the upside with the people creating that value. Indian employees are not treated with the same level of respect, transparency, or fairness as their Australian counterparts. The handling of compensation changes damaged morale severely, and many of the strongest team members have either left or are planning to leave.