Career progression depends more on personal alignment with the CEO than on the quality of work or contributions. Although leadership publicly encourages open dialogue, disagreement is discouraged in practice and critical thinking is often quietly dismissed. The CEO maintains strong opinions across all departments and expects alignment rather than open debate. Employees who fall out of favor with the CEO or his close circle are often quietly laid off, even with strong performance, without an opportunity to say goodbye to their teams. Those individuals are typically required to sign severance agreements that prevent them from speaking openly about their experiences. As a result, a culture of fear and silence persists internally, while externally the company maintains a public image that no longer reflects its internal reality.