Pros
- A few talented and supportive colleagues at the peer level who genuinely want to do good work. - In theory, the profit share scheme could be attractive if handled transparently and fairly (which it is not today).
Cons
- Responsibilities without support: Employees, especially QCEs, are frequently pushed into roles far beyond their experience level with no training or oversight. Instead of being development opportunities, these situations often cause stress and burnout. - No real career development: Promises of development plans never materialize. Many projects offer minimal scope for learning or growth, leaving employees feeling stuck. - Unfair reviews and recognition: Performance reviews focus almost entirely on criticism, with little or no acknowledgement of achievements. Expectations for raises or promotions are disproportionate, and in some cases, even when objectives were fully met, promised increases were not delivered. Raises are negotiated down, handled with hostility, and tied into profit share “bonuses” to suppress base salaries. - Profit share manipulation: The scheme has been repeatedly changed with no transparency (50:50 shifted to 60:40, then later removed from all internal documents, suggesting it may be further reduced / in the process of being removed all together). Leadership denies these changes or reframes them, creating an environment of distrust and gaslighting. - Toxic leadership culture: Senior leaders are defensive, dismissive, and often unprofessional in communication. Difficult questions are avoided through semantics or pushed back onto employees rather than being addressed. Concerns about gender diversity or culture are handled with hostility, and inappropriate remarks from leadership (including sexist and homophobic comments) have gone unapologised for. - Double standards: Employees are criticised long after minor issues, while poor behaviour from leadership is excused with “that was in the past.” This inconsistency damages trust and morale. - Defensiveness over accountability: Leaders frequently talk about “listening” but rarely act on feedback. Over time, this has created a culture where employees don’t speak up, because nothing changes. - Process issues: Rapid expansion and sales-driven culture have outpaced internal support, infrastructure, and people processes. Legal and compliance documents are pushed through casually (with some, if not all, being AI-generated), which raises serious concerns.
