When I first joined Pulse, it was a fast paced, enriching environment that really encouraged independent thinking and autonomous work whilst helping you to develop your skills. Sadly, as soon as the Managing Director at the time left, so did all of these positives. The CEOs hold zero accountability for their failures in managing a team, and instead blame other senior leaders under a guise of "developing ownership and responsibility." Perhaps you should listen to your own advice? You are constantly brainwashed into thinking that they work on a transparent leadership model (just look at the replies that have started appearing on Glassdoor reviews), but having been in SLT I can assure you that's not the case. They ask you for your honest feedback and then will use that against you - sometimes with your own job on the line, which I've seen continue to happen even after leaving. I had to fight on multiple occasions to try and prevent my team members being fired for not being 100% happy all of the time, which is utterly ridiculous. Their favourite "reason" for termination of employment is quoting attitude and motivation, but considering this is a completely subjective term, I'll explain it for you in more granular terms: You must work late. You must start work early. You must be available at all hours and on weekends / holidays. You must not utilise your allocated remote working days, because not being present in the office indicates a lack of dedication. You must read business books in order to progress. You must consider work as your life, because there is no such thing as "work life balance". You must not give honest, critical feedback. You must say yes all of the time. You must do all of the above with a smile on your face, even when you are told that your best simply isn't good enough. Oh, and before the new HR person replies to this to say you'd like to have a coffee to discuss, you needn't bother. I have first hand experience (and evidence) of all of these points having been used as reasons to try and fire members of my team. Speaking of transparency, you will also be reprimanded for discussing your salary with other team members, but I honestly encourage it. There is a huge discrepancy in pay for certain team members, especially from a gender and race perspective that needs to be considered. Despite being a global team, the discrimination and bigotry runs deep. On multiple occasions I found myself cringing at the blatant discrimination from the CEOs especially, whether it be for your gender identity, race, sexuality, or even your mental health. As a member of the SLT, there were multiple occasions where junior team members from different nationalities and ethnic groups would come to me about the racism they had faced, but when I advised them to go to HR it's unsurprising that nothing came of it. None of these things are taken seriously, and you will find that the CEOs adopt the approach that "if it's not intended to be offensive, you shouldn't find it offensive" (something they actually said during a workshop about diversity and inclusivity). Doesn't sound particularly diverse or inclusive, does it? I have never known such an oppressive, miserable environment in my years working in the industry. I'm very lucky to have had the opportunity to leave on my own accord before I was forced out, but sadly the same cannot be said for many of the incredible people I met whilst working here.
