Pros
The St James office is beautiful, which is helpful because you will be expected to live there while the company cuts your pay.
Cons
Disconnect Between Profit and Reward: In March 2026, the company publicly celebrated reaching over S$1 billion in operating profit, explicitly crediting AI and robotics for this success. Paradoxically, the very employees who delivered these AI milestones have seen a total freeze on bonuses for "Solid" performance ratings. Low Morale and High Turnover: There is a growing sense that the company views its talent as a cost center rather than a value driver. The lack of transparency regarding variable pay, especially after record-breaking financial years, has led to a significant "brain drain" of institutional knowledge. Shifting Priorities: While internal budgets for staff rewards are tightened, there is high-profile spending on external lifestyle and sports ventures. This creates a optics problem for engineers who are expected to go the extra mile without reciprocal loyalty. Toxic Priorities: While employees are told there is "no budget" for bonuses, the family office is buying up sports teams and receiving hundreds of millions in dividends. The message is clear: the staff are just "units of production" to fund the owner's lifestyle. The "Quiet Layoff" Culture: This isn't a performance issue; it's a strategy. By freezing pay and bonuses during a record-profit year, they are trying to force expensive, experienced talent to quit so they can hire cheaper juniors. It is a cynical, mean-spirited way to run a "tech" company.