Blocksi Reviews

Working for this company was the most draining experience imaginable, and the CEO’s behavior is the root cause of what is wrong with the company’s work culture. The CEO behaves in a highly unpredictable and emotionally reactive manner, with frequent outbursts when things do not go his way. His mood changes constantly, which makes it extremely difficult to work in a stable or professional environment. He positions himself not only as the CEO, but also as a software engineer, DevOps, marketing specialist, salesperson, QA, and head and VP of every department, presenting himself as someone who knows better than anyone else in all areas. In short, a man of many talents, but a master of none. He micromanages every department while lacking a clear understanding of many of the areas he interferes with, yet consistently insists that his way is the only correct one. This results in excessive control, frequent yelling at employees, and the creation of restrictive rules that remove autonomy and require employees to constantly fight for basic respect. From a technical perspective, the product is good in theory and has potential for a strong future. However, the codebase and overall service architecture are outdated and unable to handle higher loads, which leads to frequent and ongoing downtime. Instead of addressing these core technical issues, the approach taken is to heavily overpay for cloud services and scale infrastructure excessively, creating unnecessary costs rather than fixing the underlying problems. There is effectively no workflow. Sprints start and end based solely on the CEO’s mood rather than any structured planning process. The workplace culture itself feels immature, with constant gossip that is actively encouraged by leadership. The CEO regularly puts others down, creating a psychologically unsafe and demoralizing environment. You can feel the bad energy within the first five minutes of being in the office — your alarm bells start ringing almost instantly. People are quitting left and right, saving themselves before they get lost in the toxicity. If you don’t respect yourself, love being lied to and manipulated, want to be micromanaged at every step, even as a cleaning lady when buying toilet paper, and want to come home in tears, feeling numb and devoid of life, then Blocksi is the place for you.

- The biggest problem is leadership, especially the CEO. He holds too many roles, refuses to delegate them, and is involved in nearly every decision. He believes he knows better than everyone else, which makes open discussion difficult. Feedback from people doing the actual work is usually ignored, and disagreements can quickly become unpleasant, including raised voices or verbal offensiveness. - Because the company continues to grow financially, leadership sees little reason to address internal issues. High turnover, technical debt, and broken processes are tolerated as long as profits look good. At the same time, there is constant pressure to cut costs on infrastructure and long-term stability, while money is easily spent on AI trends, shiny tools, or unused HR initiatives. Priorities feel backwards. - Planning is consistently poor. Although the company claims to follow Scrum, it mostly consists of daily meetings. The CEO (PO) often joins late or not at all, then asks people to repeat their updates. Sprint planning is inconsistent, retrospectives are rare, and sprint lengths change based on the CEO’s mood. Work is often assigned late and impulsively, driven by trends rather than clear product needs, which creates unnecessary stress and chaos. - Scrum Masters add little value. They are misaligned, focus heavily on Jira and time tracking, and are extremely slow to respond when actual support is needed. - The core tech stack is legacy, fragile, and difficult to work with and maintain. Much of it was built without proper architecture or documentation, and instead of investing in cleanup or modernization, more features are layered on top. This has led to frequent breakages and scalability issues. - Turnover is extremely high. Experienced people leave often, with little knowledge transfer. New hires are usually junior, given minimal guidance, and expected to handle complex systems without proper support. - Career growth and compensation feel reactive and inconsistent. Raises and promotions often happen only when someone is close to leaving, rather than being tied to performance or long-term contribution. - Work-life balance and flexibility are unfair and inconsistent. Remote and hybrid work, working hours, and expectations vary by person and country, depending largely on individual negotiation with the CEO. Boundaries are sometimes ignored, including requests to work during vacations. - Overall, I would not recommend this company to anyone at the moment. From the outside it looks successful, but internally it feels overcontrolled, underinvested, and increasingly fragile. Without meaningful changes, it risks collapsing from within.