Strong ownership opportunities, but lacking experienced leadership and long-term support - Anonymous employee Sibel Health Employee Review

There's a lot to like here — many talented colleagues, genuine care across teams, and HR making a genuine effort to engage with employees and actually respond to their needs. When people are empowered to solve problems together, they do.

The challenge is at the top. CEO and CTO leadership have been consistently difficult to navigate. There's a pattern that's hard to ignore: the best collaboration happens when senior leadership steps back or responds to a crisis rather than driving the work. That says something important. Trust has eroded over time — not from one big moment, but from a slow accumulation of promises that didn't land, communication gaps, questionable behavior, and a disconnect between what's said in company-wide meetings and what people experience day to day. Employees want to believe in the direction. Many of us came here because of Sibel's mission. But belief has to be earned through behavior, not just messaging.

The bottom line has some really great and talented people who care about the work they do and those around them.

This company is a case study in how poor leadership destroys otherwise capable teams. There is no coherent strategy, no realistic planning, and no respect for the people doing the actual work. Leadership, driven largely by the CEO, operates reactively and erratically, setting impossible expectations and shifting priorities without warning or accountability. Commitments are made to customers, partners, and regulators long before the technology or organization is ready, leaving employees to absorb the fallout through constant rework and burnout. Massive overhiring followed by sweeping layoffs makes it clear that stability, foresight, and employee well-being are not leadership concerns. The culture rewards empty promises and chaos rather than execution, rigor, or trust.