Pros
Great colleagues. Lots to learn from our clients and peers but definitely not the people up on the pedestals.
Cons
It's difficult to fully understand what’s happening behind the scenes. The company is expanding rapidly, hiring new people at a fast pace. However, support hasn't kept up with this growth. There simply aren't enough managers and directors on the ground to handle the increasing number of accounts. The pressure is being placed on the employees, and they seem willing to lose the good ones—many of whom have already left. It’s not surprising that one of the founders decided to walk away. For those working at 2X, you might be familiar with the general attitude. The principal of operations tends to keep underperforming employees due to understaffing, and there’s a troubling figure head in the design department, one who has earned a negative reputation as a predator. Recently, several C-level executives have been hired, only to be let go after a short time. For example, the new CPO hired in Q2 of 2024 has barely interacted with the company’s staff. In fact, she only spoke once during her tenure, at a town hall event, where her role seemed more like an event host than a leader. How can a chief people officer, whose role is meant to prioritize employee communication, remain so disconnected from the workforce? With over 700 employees in Malaysia, it’s odd that this person is based in the U.S., overseeing just a small team of 20-30. A performance management system is on the horizon, but it’s unclear whether it will actually address the concerns employees are facing. In the meantime, 2X is probably paying around $200k per year to the said CPO for a high-level project that take a year to complete. Imagine if that amount was distributed more evenly among the rest of the workforce—it could make a real difference. 2X likes to tout its impressive year-over-year growth, often pointing to its appearance on the Inc 5000 list and claiming to double revenue annually. But for all the growth, there’s not even a 13th-month bonus, and the historical 70% bonus payout seem like a distant memory. It’s hard to ignore that the company has only grown because of the efforts of its employees, yet they receive little in return. There's no training, no real financial rewards, and employees are left with the message that having a job should be enough to be grateful for. Without proper rewards, it’s tough to keep celebrating this “success.” And what do employees get in return for their hard work? An annual dinner where not everyone can even attend. Even an event that costs just $50 USD per person isn’t given to all who have contributed to the company’s success. Instead, there's a waiting list, hoping that some people won’t show up so others can take their place. It’s a poor reflection of how the company values the people who help make it what it is.
